personnel management 03-09-2013 inesa voronchuka university of latvia, latvia

Personnel Management

03-09-2013

Inesa Voronchuka

University of Latvia, Latvia

Before starting: A few basic reminders

• Instructors: Inesa Voronchuka (me) Aivars Kalnins

• Office hours: Thursday 6 - 7 pm– Room 338– E- mail [email protected]– E- mail [email protected]

• Classes: – Tuesdays 14:30- 18:00Room 406– Thursday 14:30- 18:00 Room: 423,

Aspazijas blvd.

• September 03 - October 24

• Tuesdays Thursdays

• 14:30- 18:00 14:30- 18:00

• Room 406 Room 423

• Aspazijas blvd.

• Exam - October 24

Why a course in Human Resource Management

• Managing people is the central challenge in every organization (firms/other orgs.)

• All managers need to understand the strategic perspective on HR, how the HR function/unit works and how to manage people day-by-day

• HR integrates with other courses– Organizational theory/processes– Strategy– Microeconomics

What do you expect to learn from this course?

• ???

What do you expect to learn from this course?

• Many people usually take the course because…– …they lack a basic understanding of human behavior

in a work context– …they genuinely believe that people are the important

element to make things work– …they think that, even though they want to work even

in finance, they should know something about how the “other folks at HR work”

– …working in HR is their dream job (unfortunately many of the students fall into this category)

A few non-standard features of the course

• Language: English, no kidding (but do not worry too much, either)

• People: – Exchange students of all levels

• Readings: – available through databases– Available at the local library (either in physical or

electronic form)– A detailed syllabus is online

Teaching/learning style

• Premises:– I believe way more in a student’s ability to learn

than in a teacher’s ability to teach– We should start practicing relational skills in a low

risk environment such as this. So…

• …participation is key (“participate to learn and learn to participate” will be our motto)– Participation = showing up and preparing the

readings and discussing them

Which means…

• Traditional lectures alternate with class discussions of cases, topics, problems

• During discussions you will be asked to take a position on issues and defend it.

• On-topic questions are always welcome• Basically, we will tackle a selection of 14

themes on HRM, and a few preliminary topics

Course outline: two kinds of topics

• Introductory/preliminary topics: things we need to know before concerning ourselves with HR

• What do all managers do day-by-day

• What do “HR people” actually doTo manage

people

Course outline (topics) I

• Essential of Personnel Management

• Personnel Politic and Strategy in Organisation

• Personnel Administration ( aims and tasks)

• Personnel Planning

• Job Analysis

• Personnel Recruitment

• Personnel Selection

Course outline (topics) II

• Contract of Employment

• Employee Involvement

• Performance Appraisal

• Personnel Development

• Principles of Payments Systems

• Reasons of Personnel Leaving from Organisation

• Labour Legislation

LITERATURE (I)

• Armstrong, M. Handbook of Human Resource Management Practice. -10th ed., 2006.

• Cole G.A. Pesonnel Management. London. 1997.

• Dessler G., Human Resource Management, 8th Edication, Prentice Hall,2002.

LITERATURE (II)

Grading

• Simple formula: 70% class participation + 30% final exam = final grade

• Class participation: – Active participation in seminars and teamworks -20%

• Showing up• Taking part in discussing/debating issues

– Practical works and individual presentation - 20%• Volunteering to present a case • Producing a write-up of a case/reading

– Positive marks for 3 theoretical tests – 30 %

• Final exam: open ended questions strictly related to readings/class activities

Participation grading

• To be ok by the end of the course you will have to:– Turn in at least ONE major (around 8-10

pages) case comment/write up– Turn in and present at least TWO short

essays on HRM methods (working in groups)– Be one of the main discussants of a

case/reading (volunteering in advance will be appreciated)

What if I do not attend?

• FAQs:– Is it possible to take the exam without

attending? No. – Did this happen in the past? Yes, on average

one or two students.

1. Thema. Essential of Personnel Management

A brief review of strategy

And HRM place in it

1.1. General ideas of personnel science, personnel economy and personnel

management.• Personnel management

is a science where the subject of cognition is personnel collaborator in the organization with the purpose to reproduce and forecast behaving style of the leadership object.


management.• Things you should keep in mind in

personnel management:– standards of culture– level of sociocultural development– effectiveness of economy– individual inviolability– legality


management.• There are two ways of defining personnel

management as well as management in general:

– functionally– institutionally


management.• Personnel management - as a function, where

the task is to realize potential energy of human in a way of economical progress;

• personnel management - as an institution in organizational area with specialization to noticing and performing of personnel economical tasks. Personnel economy is located at the center of organization as a institutional service against the other services.


management.• Personnel management can be examine

from several perspectives.First, there are 4 functions:

1) planning2) implication and choice3) development4) sanctions

- what is necessary to manage the group of humans in organization.


management.

Second, it is process with which insufficiency of working resources is determined.


management.Third, it reflects the impact of four values:

- responsibility

- effectiveness - efficiency

- individual rights

- social justice

over employee (values impacting the allocation of work)


management.Fourth, the laws, rules and regulation

(practical use of rights and policy)

what is employed in a work process of personnel systems.


management.There are three basic methods in a productive and

effective personnel administration:

1. Every manager (not only personnel section) must pay attention to training of workers and working condition.

2. Workers are value. Humans (not the buildings or computers) gives opportunity to organization do the job.

3. Personnel leadership is coordinating process - integration of organizational targets and human needs.


management.Success of organization results from

combination of elementary manufacturing factors:

- work

- technology and equipment

- materials


management.Essentials of personnel economy could be

described as follows:

- concepts

- personnel policy and strategy

- structure of organization

- tasks and objectives


management.

Personnel management concepts are divided:

- personnel

- personnel economy

- other concepts

• Personnel


management.

Human at work place expectations

objectives

needs

problems

Human at work place expectations

objectives

needs

problems

Abstractedly, personnel is build on human work, expectations, objectives,needs and problems in organisation.


management.

Meaning of term “personnel” is different:

It is bearer of work – collaborator determine or settle jobs, determine effectiveness of economy. From this point of view personnel is like manufacturing factor.


management.

• It is motivated individual – collaborator who have any motives and he achieve certain objectives. Important that employer and employee have to be the same objectives. If there is any differences in understanding of objectives, there could arise problems between employer and employee.


management.

It is coalition partner – collaborator in a different alignments:

- worker agencies (trade – union)

- task groups

- hierarchies

- informal groups

Therefore he represents at least a part of group interests and feels as a collaborator of group.


management.

It is bearer of responsibility – collaborator in any organization more or less have to be responsible what essentially influence working quality of anyone organization.

Generator of expenses – worker have to be rewarded. This reward and ability essentially influence economical action of every organization.


management.Human at working product

work place

group

organization

Personnel economy


management.Personnel economy – is element of

organisational economy and it is related to use of manufacturing factor “WORK”. It includes:

supply and security of collaboratorsdecision making for relation with employees

it influence effectiveness of personnel and organization actions.


management.

Examining aspects of personnel economy is necessary consider other concepts of personnel management:

- personnel management – spectra of all possible management functions between organization and personnel to respect and co-ordinate interests of both parties.

- Personnel leadership – relations between managers and subordinates what is directly related with individual and personal in a process of management.


management.

Differences between terms “management” and “leadership”:

-term “management” in this course is used in a context of administrative system, where dominate manuals, juridical standards, rules e.t.c.

-term “leadership” is used generally, but especially if it concerns human entity and relations between persons.


management.

Personnel policy – formulation of values and certainty of organization (guidelines, basic principles) concerning main functions of organization. All targets are enlightened to above mentioned things in a personnel area.


management.

Personnel marketing – personnel appreciation from market point of view. Concept “personnel searching” is a dominant aspect.


management.

Personnel searching – invitation, selection and enchaining of personnel for specific work performance.


management.

-Organization (enterprise, firm, partnership)

-organisational system provided to achieve the goals with a help of humans and technology.

-Personnel organization – organisational structure of personnel economy as a part of common structure of organization (starting with 100 – 200 workers, there is necessary personnel department).


management.

- Personnel planning – analyse of situation before solving specific problem in a basic spheres of personnel economy.


management.

- Personnel ensurance – searching for convenient workers, selection of applicants, assuming and inaugurating of new workers.


management.• Personnel development – performing events in order to

improve qualification, motivation and understanding of workers about necessity of education, systematically marking higher needs. Worker needs connected with work are supplied in a different ways:

as a education, what is first task in organization to get the job

as a qualification, which is complemented with different knowledge and abilities

as a in-service-trainingas a over-qualification – it means, getting the second

education in order a worker could do a new work


management.

- Emancipating of personnel – activities connected to personnel changes in a time period, decreasing of personnel after agreement and noticing a work individually.

- Personnel care – direct activities against

worker performed by personnel department.


management.• - Personnel administration – total quantity of

administrative events in a basic sphere of personnel economy:

Personnel office keepingWork with personnel – data processing of workers

resettling, consignment and groupingCalculating of reward – there are calculated gross

and net salary as well as social insurance payments

Social administrationPersonnel statistics


management.

- Personnel management audit (controlling) – analyse and management of personnel economy effectiveness

- Work description – concept used to describe work process: purpose, main features, special duties, expecting outcomes, main goals and how they are related to other works (working places) in organisation.

1.1. General ideas of personnel science, personnel economy and personnel management.

U1

Goals Works Persons

(Functions) (Working places) (Workers)

Personnel union

Replacement

Work in more working

places

Partial loading

Work division

Separate agreement

of work performance

Project group

Synthesis of work Planning of personnel

performing together enchaining

U2

U4

U5

U3

D1

D2

D3

D4

P1

P2

P3

P4

P5

P6

1.2. Development phases of personnel management Table 2.1.1. Development phases of personnel (Vunderera)

1. Bureaucracy (approx.. to 1960)

Main functions: administration, realisation of personnel policy decisions

Responsible: commercial management

Primary position: worker like impersonal performer

2. Institutionalisation (approx.. from 1960)

Main functions: professionalization, centralisation, and specialisation

Responsibility: Manager of personnel department in small and large organisations.

Primary position: customising of personnel to organisation needs

3. Humanisation (approx.. from 1970)

Main functions: humanisation, partnership, orientation to collaborator, work performing

Responsibility: personnel staff, representatives of employees

Primary position: organisation customising to collaborators, effectiveness4. Economization (approx.. from 1980)Main functions: elasticity, rationalityResponsibility: personnel department, line managementPrimary position: customise to changeable surrounding circumstances, effectiveness5. Orientation to intrapreneurship (approx.. from1990)

Main functions: economical thinking, action, and responsibility

Responsibility: managers

Primary position: worker is the most valued and sensitive recourse

1.3. The process of personnel management

Recoursesof workforce

Studies anddevelopment

Relations between

employees Salary

Entrance Outcome

Personnel functions

The process of personnel management

Personnel management and organization

Team work

• Decide about the company you work for:– To feel you in two Roles: as empoyer and job

seaker– As employer:

- name of organisation

- policy and strategy and so on...

Before next Tuesday

• Be ready to present your company and vacant position!

personnel management 03-09-2013 inesa voronchuka university of latvia, latvia

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