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Week 11 – Human Resource Management (HRM)

Principles of Management . Week 11 – Human Resource Management (HRM). Definition of HRM. Management of human resource (people) to attain organizational goals . Recruitment & Selection. Human Resource planning. Orientation & Training. Performance Management. Compensation & Benefits.

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Week 11 – Human Resource Management (HRM)

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  1. Principles of Management Week 11 – Human Resource Management (HRM)

  2. Definition of HRM • Management of human resource (people) to attain organizational goals Recruitment & Selection Human Resource planning Orientation & Training Performance Management Compensation & Benefits Employee Development

  3. Definition of HRM • Management of human resource (people) to attain organizational goals

  4. Recruitment • Identifying and attracting potential employees

  5. Recruitment Sources • Employee referrals Adv: Disadv: 1 2 Employment Agencies e.g., US Employment Service, headhunters Adv: Disadv:

  6. Campus recruitment e.g., job fairs, internships usually for professionals and managerial jobs Adv: 3

  7. 4 E-cruiting Adv: Disadv: 5 • Ads in newspapers & magazines • Adv: • Disadv:

  8. Selection • Getting the best-qualified applicants • Reliability • Validity

  9. Selection methods 1 • Interviews • prevalent • Disadv: • problem of subjectivity • should be structured • should use multiple interviewers • could consider situational interview

  10. 2 • Background information • weak predictors, why? • problems of references 3 Written tests • Cognitive ability tests (quantitative, verbal, and reasoning) • Personality tests

  11. Work samples (Performance-simulation) • “in-basket” test, assessment center strong predictors, though expensive • Physical ability tests • Adv: • Disadv: 4 5

  12. Orientation • Realistic job preview • the process that helps individuals develop expectations about the company, job, working conditions and interpersonal relationships • Encounter phase • Phase of socialization that occurs when an employee begins a new job

  13. Settling-in phase • a phase where employees are comfortable with job demands and social relationships • Eventually, employees should know the following: • org history, org goals, language, politics, people, performance proficiency

  14. Training • What to train and how to train • What to train? • Technical • Interpersonal • Mandatory

  15. How to train? • Classroom • On-the-job training • Job rotation • Mentoring • Experiential exercises (e.g., role play, games) • Self-study materials (e.g., books, CD-ROM) • E-learning

  16. Performance Management • Performance evaluation • Essays • Critical incidents • Graphic rating scales • Behaviorally anchored rating scales • Multi-person comparisons • Objectives met • 360-degree feedback

  17. 4 Ways of Employee Development • Formal Education (e.g, MBA, distance learning) • Assessment 1 2

  18. Job experience • job enlargement and enhancement • Interpersonal relationship • mentoring 3 4

  19. Compensation and Benefits • Size of company • Profit of company • Geographical location • Management philosophy • Labor or capital intensive • Unionization • Industry differences? • Skills required? • Employees’ tenure & performance

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