human resource management and interpersonal relations

Human Resource Management and Interpersonal Relations

Shericka Wilson

Lecturer: Dr. Presc

What is Human Resource Management?

Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work.

INTRODUCTION

Human Resource Planning

Recruitment Selection

Training and Development

Compensation Performance

Appraisal

The Human Resource Process

This process involves six steps:


What is Human Resource Planning? This is the process of identifying and meeting current and

future HR needs of the school in order to achieve its mission IE for supplies, equipment, finances, staffing etc.

This includes three key areas:

1. Job analysis

Forecasting demand and supply

Legal constraints

Women and minorities


Job Analysis is the process of obtaining information about jobs through a systematic examination of job content.

Job Analysis

This consists of two parts:

1. Job Description – A written document outlining the duties and responsibilities of the teacher and their

supervisor

2. Job Specification – This outlines qualifications needed to accomplish duties and responsibilities set

forth in JD.

Job Analysis Techniques

Observation, work sampling, critical incidents, interviews and questionnaires

The technique most appropriate for a given situation depends on factors such as

available resources, scope of the job and size of the organisation.

Job Analysis cont’d

Forecasting

This facet of HR considers the legislations designed to regulate hiring practices so as to ensure that there are no discrimination or biases for example, race, colour, gender, nationality, age or disability.

Legal Constraints

This is the acquisition of personnel to fill slots in the school. This can be done to replace or expand the staff compliment.

This is the process of generating a pool of competent applicants needed to fill positions within the school.

Recruitment

This can be done:

1. Internally

2. Externally

Recruitment con’td

Recruitment can be done by:

• Job posting • Employment agencies

• Advertising

Video can be found on YouTube titled:

HR Planning and Recruitment.

Identifying the most qualified persons to fill the vacancies within the school. This involves a series of steps:

Selection

Biographical Information

Reference checks Interviews

Hiring Decision based on physical

exam results

Assessment Centres

Tests

Selection

Biographical Information – Provides evidence of past performance of perspective candidates (ie application forms, resumes. School and college records/transcripts

Reference checks – This provides an avenue to do follow-up checks (ie Letters of recommendations, telephone references)

Selection cont’d

Interviews – This perhaps the most widely used selection technique. Serves as a ‘two way’ exchange that allows the interviewer and interviewee to gather information. It is however viewed to be a poor predictor of job performance.

Test – Many HR experts regard this as the best selection device (IE Achievement and performance tests, Aptitude Tests, Personality Tests, Interest Test)

Selection cont’d

Human Resource Management; retrieved on September 18, 2017, retrieved from https://www.inc.com/encyclopedia/human-resource-management.html

Lunenburg, F.C and Ornstein A.C. Educational Administration: Concepts and Practices 2000

References

https://www.inc.com/encyclopedia/human-resource-management.html




