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Human Resource Management

Human Resource Management. Lecture-41. Staffing. Human Resource Development. Employee & Labor Relations. HRM FUNCTIONS. Safety & Health. Compensation & Benefits. Staffing. Human Resource Development. Employee & Labor Relations. HRM FUNCTIONS. Safety & Health.

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Human Resource Management

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  1. Human Resource Management Lecture-41

  2. Staffing Human Resource Development Employee & Labor Relations HRM FUNCTIONS Safety & Health Compensation & Benefits

  3. Staffing Human Resource Development Employee & Labor Relations HRM FUNCTIONS Safety & Health Compensation & Benefits

  4. Recruitment & Placement

  5. Human Resource Planning (HRP)

  6. The systematic review of human resource requirements.

  7. HRP With The Required Skills The Required Number of Employees Are Available When Needed

  8. Planning Includes Forecasting

  9. Human Resource Planning Demand Supply Gap? HR Needs

  10. Demand Forecasting

  11. Statistical approaches • Judgmental methods

  12. Statistical approaches • Trend analysis • Ratio analysis • Regression analysis

  13. Judgmental methods Managerial judgment

  14. Human Resources Audit Forecast Labor Supply Forecast Labor Demand Supply = Demand? • Surplus: • Layoffs • Transfers • Demotions • Shortage: • Recruiting • Training • Career Development

  15. HR Information Systems

  16. The system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s HR.

  17. Name: Kamran Tayyab DOB: 01/1/79Job: Programmer Hired: 05/1/04Education: MSEPerformance: Rising to the topPay: Rs. 25,000+12,000+2500KSA: JAVA & C

  18. Common HRIS Functions

  19. Job analysis information can be placed in the HRIS. • The program can write job descriptions and job specifications. • Constant monitoring of compliance with EEO legislation.

  20. Maintain records of rejected applicants. • Saves money and time in compiling reports. • Ensure that women and minorities or not be adversely affected.

  21. Track minority hiring, recruitment, and advancement. • Forecast supply and demand of labor from both the internal and external labor markets.

  22. Useful for internal recruiting. • Can post job opening for employees to access. • Can search for match between job specifications and applicant qualification.

  23. Applicant tracking system. • Administering and scoring ability tests. • Scanning resumes submitted online (web based or e-mail) or in person (or mail).

  24. Structured interviews. • Matching qualifications with open positions (finding a good fit). • Also, consider budgetary concerns.

  25. Help with registration, tracking training, monitor training costs, and schedule training. • Used to deliver training. • Career and managerial succession planning.

  26. Used to provide assessment tests to help employee’s plan their own career. • Predict career paths. • Provide PA instruments and results.

  27. Comparisons between employees, groups, or supervisors ratings. • Monitor attendance. • Monitor compliance with Labor Standards.

  28. Individual sale data can be accessed (tracking commissions). • Benefits can be managed and administered by computers. • Planned raises and wage histories.

  29. Record employee safety training. • Record employee exposure to various conditions and chemicals. • Track accidents and costs of accidents.

  30. Track disciplinary actions and grievances. • Labor contract data. • Worker seniority list. • Etc.. 

  31. Job Analysis: A Basic Human Resource Tool

  32. This Analysis Includes

  33. Identifying tasks/duties performed • Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks

  34. Uses of Job Analysis

  35. Equal Employment Selection HR Planning Recruitment HR Research HR Development Job Analysis Employee & Labor Relations Safety & Health Compensation & Benefits Performance Appraisal

  36. Steps in Job Analysis

  37. Develop job description/ specification Step 6 • Review information • with incumbents Step 5 Step 4 Collect data to analyze job Step 3Select representative positions to analyse Step 2 Review background information Step 1Identify how information will be used

  38. Job Analysis Methods

  39. Questionnaires • Observation • Interviews • Employee recording/diary • Combination of methods

  40. Source of Data

  41. Employees • Supervisor • Manager • Job Analyst

  42. Job analysis outcomes

  43. Job description • Job specification • Job evaluation

  44. Job Description

  45. Job Title Job Description Job Identification 1. Title. 2. Statement. • 3. Essential Functions. • 1. XXX • 2. XXX • 3. XXX Essential Functions • 4. XXX 4. Specifications. • 1. XXX • 2. XXX • 3. XXX • 4. XXX Job Specifications

  46. Job Specification

  47. Minimum Acceptable Qualifications • Educational Requirements • Experience • Personality Traits • Physical Abilities

  48. Job Evaluation

  49. Establish job comparability • Compensation • Relative value • Competitive analysis

  50. The Hiring Process

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