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HR-Management in SME’s

HR-Management in SME’s. EKATERINBURG RUSSIA OCTOBER 2008 INFORMATIONAL CENTER FOR BUSINESS DEVELOPMENT. HR-MANAGEMENT IN SME’s. A COMBINATION OF - TRADITIONAL PERSONNEL FUNCTIONS - PERFORMANCE - EMPLOYEE RELATIONS - RESOURCE PLANNING.

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HR-Management in SME’s

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  1. HR-Management in SME’s EKATERINBURG RUSSIA OCTOBER 2008 INFORMATIONAL CENTER FOR BUSINESS DEVELOPMENT

  2. HR-MANAGEMENT IN SME’s • A COMBINATION OF - TRADITIONAL PERSONNEL FUNCTIONS - PERFORMANCE - EMPLOYEE RELATIONS - RESOURCE PLANNING

  3. THE OBJECTIVE OF HRM: TO MAXIMIZE THE ROI FROM THE ORGANIZATION’S HUMAN CAPITAL AND MINIMIZE FINANCIAL RISK RESPONSIBILITY OF HR-MANAGERS: TO CONDUCT THE ACTIVITIES IN AN EFFECTIVE, LEGAL, FAIR AND CONSISTENT MATTER. HR-MANAGEMENT IN SME’s

  4. HR-MANAGEMENT IN SME’s KEY FUNCTIONS HRM • SELECTION • TRAINING AND DEVELOPMENT • PERFORMANCE EVALUATION AND MANAGEMENT • PROMOTIONS • REDUNDANCY • INDUSTRIAL AND EMPLOYEE RELATIONS • RECORD KEEPING OF ALL PERSONAL DATA • COMPENSATION, PENSIONS, BONUSES ETC. IN RELATION WITH PAYROLL • CONFIDENTIAL ADVICE TO INTERNAL “CUSTOMERS” IN RELATION TO PROBLEMS AT WORK • CAREER DEVELOPMENT

  5. HR-MANAGEMENT IN SME’S THE PROGRAMME IS BASED ON TWO ELEMENTS: - PROVIDING KNOWLEDGE ON HRM - IMPLEMENTATION OF HRM-THEORY IN PRACTICE * SHORT LECTURES * ASSIGNMENTS FOR SMALL GROUPS * PRESENTATIONS * ROLE PLAYING * GIVING AND ACCEPTING FEEDBACK LEARNING BY DOING!!!

  6. HR-MANAGEMENT IN SME’S HR-MANAGEMENT (BETTER? HUMAN CAPITAL MANAGEMENT) IS MORE THAN HIRING, FIRING AND JOB DESCRIPTION, IN A GLOBAL APPROACH IT IS NOT ONLY “WORK” THAT LEADS TO A PRODUCTIVE ENTERPRISE. IT ALSO INVOLVES: * CULTURE SKILLS * FOREIGN LANGUAGE * INGENUITY * HUMOR * CAREFUL LISTENING * ETHICS * SOCIAL CONNECTIONS ALL THIS “FIRM – SPECIFIC HUMAN CAPITAL” NEEDS TO BE DEVELOPED IN HRD, HR-DEVELOPMENT

  7. HR-MANAGEMENT IN SME’S HUMAN RESOURCE DEVELOPMENT: RECRUITMENT & SELECTION, JOB ANALYSIS * EXTERNAL FACTORS (OUTWITH THE POWERS OF THE ORGANISATION) - DEMOGRAPHICS: AGE,GENDER,SOCIAL CLASS - DIVERSITY: BABY-BOOMERS, POSITIVE DISCRIMINATION - SKILLS AND QUALIFICATIONS: MORE/ENOUGH HIGHLY SKILLED GRADUATES? * INTERNAL FACTORS ( EASIER TO CONTROL/INFLUENCE BY THE ORGANISATION) - GEOGRAPHICAL SPREAD: HOW FAR IS THE JOB FROM THE INDIVIDUAL) - OCCUPATIONAL STRUCTURE; NORMS AND VALUES OF THE DIFFERENT CAREERS: CRAFT, ORGANISATION CAREER, UNSTRUCTURED * GENERATIONAL DIFFERENCE: AGE CATEGORIES, DIFFERENT EXPECTATIONS

  8. HR-MANAGEMENT IN SME’S ASSIGNMENT (in small groups) • Which HR-issues are clearly developed in your enterprise? • Which need more attention? • Which are your strong personal HR-qualities? • What HR-elements would you like to practice in this course? • Reflect a moment on the items, then discuss them with three of your collegues • One of each subgroup presents the results in the full session

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