human resource management human resource management is the development and implementation of systems...
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HUMAN RESOURCE MANAGEMENT
• Human resource management is the
development and implementation of systems in
an organization designed to attract, developed
and retain a high performing workforce.
REVOLUTION IN EUROPE
• The scientific management approach for the non
managerial employees revolution is :-
• Managers should ensure the most suitable workers
was chosen to do each job.
• Managers should find the best way to do each
particular job for which they are responsible
• Manager should train the workforce on how to
implement the best way of doing the job
POST 1950 DEVELOPMENT
• The introduction of legislation to protect workers and
their rights
• The growth in the size of organizations
• Changes in the economic and social environment.
HISTORICAL BACKGROUND
F:\HR BACKGROUND.docx
TECHNOLOGY CHANGES
• With the development of innovative products and
machines, employees skills and knowledge must be
updated constantly.
• Organization should be able to provide the necessary
training to the employees from time to time.
• If employees are to remain employable they must,
throughout their career be willing and keen to learn
and upgrade their information.
GLOBALIZATION
• Business mergers create major problems
FLEXIBLE WORKFORCE• To be able to hire workers on short term contracts because of
the uncertainties they face in their business.
• To be able to outsource work to other companies for example
using workers in other countries which are more cost
effective than hiring local workers directly to do the work
• To employ workers who are willing and capable of being
trained in a number of different skills so that they can
undertake a variety of tasks without any problems.
• To compensate workers in such a way that when the
company is doing well financially, the workers will be paid
more and equally
FLEXIBLE WORKING HOUR
• Workers who can perform multiple tasks
• Workers who can be re-deployed easily
• Workers who can be relocated easily
• Workers whose service can be terminated easily
• Workers whose terms and condition of service can
be changed readily.
FLEXIBLE WORKING HOUR
• Workers who can perform multiple tasks
• Workers who can be re-deployed easily
• Workers who can be relocated easily
• Workers whose service can be terminated easily
• Workers whose terms and condition of service can
be changed readily.
EMPLOYEE EDUCATION AND EXPECTATIONS
• Many people are staying longer in school and more
students are pursuing tertiary education.
• With higher education workers are becoming more
aware of their employment rights thus they are more
liable to make complain if they believe their rights are
being abused.
• Many governments bodies provides website that
clearly explain the rights of workers and provide email
address if an employee wish to complain.
PURPOSE STRUCTURE AND FUNCTIONS OF A HUMAN RESOURCE
• Human Resource department provides
key functions within an organization.
• Human Resource management exists to
ensure organizations have the right
people at the right job.
ACTIVITY
• What are the function of Human
Resource deparment?
ANSWER
• Recruit suitable worker
• Ensure the workers receive appropriate training
• Establish systems for compensation and
rewarding employees.
• Assist heads of department keep their
subordinate free from injury.
• Design and implement appropriate disciplinary
systems so workers will follow.
SIZE OF ORGANIZATION
• The larger the organization in terms of number of employees,
the more likely to have more than 1 human resource
department.
• As long, the companies has staff, the HR will exist.
• Every head of department or manager need to ensure that he
has the worker he needs, worker with the right skills and who
are willing to work.
• Once the organization gets larger, the recruitments, training
and record keeping may become to heavy for the HR hence
the job will be given to the specialist.
OWNERSHIP OF THE COMPANY
• Multinational companies and joint venture
with foreign partners can be expected to
need a Human Resource department from
the local to provide input and knowledge
in the areas of industrial relations and
labor.
PHILOSOPHY OF TOP MANAGEMENT
Small company Head of Departments/ All
Manager
Medium- sized company Administration Department
Large sized - company Human Resource Manager
Very large – company HR Department, Training
Department and Industrial
Relations Department
HUMAN RESOURCE MANAGEMENT AS A SHARED FUNCTION
• Human resource professional will plan and establish systems which
will allow the managers to make best use of their subordinates.
• HR professional will advise and train managers on how to utilize
their subordinates in order to achieve the department objectives.
• For various functions in HR, it should be clarified whether the HR
officer or the department head would take charge.
• Dealing with disciplinary and performances issue is another conflict
between HR officer and department head. Most HOD, feels
uncomfortable dealing with discipline matters they rather pass to HR
Manager.
CAREERS IN HRM• You can possibly start as a clerk in a HRM and be promoted to an
Executive position and into management.
• Young Degree graduates can apply to Executive level. If
graduates from different field and if they are willing to learn fast
and they have a good communication skills they can try to apply.
• The best know programmes offered for HRM is Certificate and
Diploma in Human Resource Management offered by Human
Resource Management (MIHRM).
• Executive in HR management position who wants a promotion
need to develop a broad understanding of the whole function.
• One way to do is to spend some time as a supervisor and
understand what the manager goes through.
SKILLS FOR HR SPECIALIST
• Everything is computerised hence the HR
specialist needs to use suitable software
packages that can provide information efficiently.
SOFTWARE • Databases systems for personnel records which
allow for easy updating of information
• Payroll system
• Intranet
• Attendance tracking system
• E-learning program.
• Tracking of performance output.
• Monitoring of computer usage
DISADVANTAGE OF HR SPECIALIST
• Lack of training in quantitative methods.
• Some people believe objectivity is inappropriate
for HR management.
DRAWBACK OF HR FUNCTION
• When selecting applicant for a job, should the HR manager give priority to
a candidate recommended by the CEO?
• Is it right for a organization to have CCTV including in restrooms?
• Should a training manager accept any payments or gift from a training
center in return agreeing to send company employers to the program the
center is conducting?
• Is it fair to retrench non-executive staff so the organization can pay bonus
to the senior management?
• Is it fair to deduct EPF contribution from the employees salary and not
submit to the Fund?
• Is it fair to have foreign workers but have not granted them with permit?
PERSONAL QUALITIESCommunication Skills
Ability to bring about change
IT Savvy
Numerate and able to analyze data
Ability to understand the business contact
High ethical standards
FUTURE OF HR• Use technology to save time
• Introduce systems which encourage upgrading of
skills at all levels within the organization
• Train heads of department on how to manage
highly skilled knowledge workers.
• Train head of department on how to appreciate
the variety of working styles.
• Source and find ways to retain talent employees.
ACCOUNTABILITY
• Reinforces high standard and the sense of shared
responsibility that a team needs to produce top results.
• Conducting periodic status review meetings.
• Doing a self evaluation
• Conducting post mortems
• Carrying out peer feedback sessions
TRANING YOUR TEAM
• Interpersonal Skills
• Systematic problem solving
• Planning and goal setting
• Group decision making
• Meeting management
FUNCTIONS OF THE HUMAN RESOUCE DEPARTMENT
• Employment
• Training and Development
• Payment/Reward System
• Health and Safety
• Employee Service /Welfare
• Productivity Improvement Schemes
• Industrial Relations
MINISTRY HUMAN RESOURCE
• The ministry of Human Resource plays a
major role in HRM by developing policies
and laws which affect employers and
employees
• The International Labor Organization
recommends basic labor standards to be
implemented by all member nation