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CHAPTER 11 HUMAN RESOURCE MANAGEMENT

CHAPTER 11 HUMAN RESOURCE MANAGEMENT. LECTURE OUTLINE. The HRM framework Establishing the employment relationship Maintaining the employment relationship HRIS, Internet, intranets & extranets Terminating the employment relationship. The HRM framework.

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CHAPTER 11 HUMAN RESOURCE MANAGEMENT

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  1. CHAPTER 11HUMAN RESOURCE MANAGEMENT © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  2. LECTURE OUTLINE • The HRM framework • Establishing the employment relationship • Maintaining the employment relationship • HRIS, Internet, intranets & extranets • Terminating the employment relationship © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  3. The HRM framework Those management functions concerned with attracting, maintaining and developing people in the employment relationship. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  4. The HRM framework HRM functions Identifying HR needs Attracting human resources Maintaining human resources Terminating the relationship © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  5. The HRM framework Principles of HRM • Proactive approach, link to strategic planning & cultural change. • View of people as capital, not cost. • Possibility of mutually beneficial relationship between stakeholders. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  6. The HRM framework Regulatory framework • Australia & New Zealand, long history of government support for union involvement. • Since early 1990s, major shift toward enterprise or individual agreements. • Increasing reliance on civil law processes. • Growth of regulation relating to human rights, discrimination, EEO, OH&S, environmental matters. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  7. Establishing the employment relationship • Human resource planning • Job analysis • Recruitment • Selection • Interviews © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  8. Establishing the employment relationship Human resource planning Determining future human resource needs in relation to an organisation’s business objectives or strategic plan. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  9. Establishing the employment relationship Job analysis The systematic collecting and recording of information about the purpose of a job, its major duties, the conditions under which it is performed, the required contacts with others and the knowledge, skills and abilities needed to performit effectively. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  10. Establishing the employment relationship Job analysis • Outcomes: • Job descriptions and job specifications. • Impacts upon: • Recruitment & selection • Performance appraisal • Remuneration • Training & development • Job design & redesign. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  11. Establishing the employment relationship Job analysis-methods • For existing jobs, interviews with employees. • Interviews with supervisors. • Observation. • Combination, interviews & observation. • Structured questionnaires. • Employee journals/logbooks. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  12. Establishing the employment relationship Recruitment ‘The process of finding and attracting job candidates capable of effectively filling job vacancies.’ (Wether &David, Schuler & Huber.) © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  13. Recruitment 3 Objectives Ensuring compliance by organisation with government Regulations. Maximising the pool of applicants at minimum cost. Attracting suitably qualified & skilled applicants. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  14. Establishing the employment relationshipMethods of recruitment Executive recruitment (‘head hunters’) Internal promotion Employment agencies Advertisements Campus interviews Employee referrals Contractors Internet job & career sites © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  15. Establishing the employment relationship Selection process: The decision-making system used to identify which job applicants are best suited to the vacant position. Key aspects: • Reliability • Validity • Selection devices. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  16. Establishing the employment relationship Key aspects of selection: Reliability The degree to which the decision making process will measure the same Consistently. Validity Whether the decision process actually measures what it sets out to measure. • Selection devices • Application form • Written tests • Selection interview • Assessment centre © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  17. Maintaining the relationship • Remuneration The financial payment to employees for their work. • Training The process of equipping people with skills and competencies. • Development Broad preparation employee for future opportunities through the acquisition of new knowledge, skills. • Performance appraisal Judgemental assessment of employee performance. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  18. Maintaining the relationship Remuneration & benefits: • Linked to job analysis • Governed by regulatory framework • Internal pay equity • External pay equity © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  19. Maintaining the relationship Training & development: Choices: • Buy skills, build them, or a mixed approach. Strategic rationales for training: • Proactive • Reactive • Enhancement of employee motivation, commitment & retention. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  20. Maintaining the relationship PERFORMANCE APPRAISALS MOULD EMPLOYEE BEHAVIOUR TO COMPANY NORMS IMPROVE QUALITY OF SALARY REVIEWS BUILD CONSISTENCY OF EMPLOYEE ACTIONS & ORGANISATION GOALS IMPROVE HR PLANNING TRAINING & SUCCESSION PROVIDE RECORD FOR DISMISSAL, DEMOTION, GRIEVANCE, APPEAL © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  21. Maintaining the relationship Performance appraisal 360o feedback — non-hierarchical method © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  22. HRIS, Internet, Intranets & Extranets • HRIS Human Resource Information System. • Internet Global connection of computer servers through which users can access stored information from their PCs. • Intranets Closed networks of information databases & systems within an organisation. • Extranets Closed networks of information systems between organisations. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  23. HRIS, Internet, Intranets & Extranets Enhanced distribution of HR policy, news, information Better internal communication Widespread electronic systems Multi-site collaborative work teams, electronically linked Employee maintenance of own HR records Performance appraisal, including 360O feedback © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  24. The future of work • Fewer core employees • Increased part-time, casual & temporary staff • Tele-working • Hot-desking • Temporary agency work, short-term labour hires, on-call & contract workers • Personnel supply firms • Idea of employee as an independent contractor © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  25. The future of work Flexible employing organisations: • Need for strategic, vs. cost reduction focus. • Reliance on staffing agencies. Flexible employees: • Self-employed. • Use of staffing agency. • Maintain skills base. • ‘Portfolio’ worker. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  26. Terminating the relationship • Retrenchment The forced termination of the employment relationship due to financial, technological or organisational circumstances. • Redundancy A forced termination of the employment relationship resulting from the permanent deletion of specific positions. • Dismissal The employer gives the required notice to terminate the employment relationship. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  27. Terminating the relationship Key aspects: • Regulatory requirements. • Exit interviews. • Use of out-placement consultants. • Effect on HR & other functions of the organisation. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  28. Lecture summary • The HRM framework • Functions • Principles • Regulatory framework. • Establishing the employment relationship • HR planning • Job analysis • Recruitment • Selection. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

  29. Lecture summary • Maintaining the relationship • Remuneration • Training & development • Performance appraisal. • HRIS, Internet, intranets & extranets • Terminating the employment relationship • Retrenchment • Redundancy • Dismissal. © 2003 McGraw-Hill Australia Pty Ltd. PowerPoint Slides t/a Management: A Pacific Rim Focus Enhanced Edition. Slides prepared by David Meacheam & George Sansbury.

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