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HUMAN RESOURSE MANAGEMENT

HUMAN RESOURSE MANAGEMENT. What is HRM?. What is HRD?.

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HUMAN RESOURSE MANAGEMENT

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  1. HUMAN RESOURSE MANAGEMENT What is HRM?

  2. What is HRD? • Human resource development means facilitating the employees by the employer of a department to gain knowledge , skills & attitude required for their jobs & to learn the human virtues needed to manage their jobs in a professional way with perfection. • Objective is to achieve:- • Prescribed efficiency, effectiveness, production & the overall performance • satisfaction of the employees & customers

  3. What includes HR? By gaining knowledge, skills & attitude required for their jobs & the following virtues, employees become the assests • Communicational skills/ Humor & careful listening/ courtesy • Training skills • Motivation • Team building & cohesion • Right attitude at work, loyalty, belongingness & Ownership • Leadership • Interpersonal relationship • Cultural skills • Time management & Stress control

  4. Developed Human Resource does HR Management

  5. Human Resources Management- steps

  6. Human resource management for ASPs

  7. Recruitment

  8. 1.Recruitment • The process by which a job vacancy is identified and potential employees are notified. • The nature of the recruitment process is regulated and subject to employment law -GDS (Conduct & employment) Rules 2001 • Main forms of recruitment through advertising, issue of notification & its wide publicity by circulation, employment exchange

  9. Recruitment • Job description – outline of the role of the job holder • Person specification – outline of the skills and qualities required of the post holder with conditions if any • Applicants may demonstrate their suitability through application form

  10. Selection

  11. 2.Selection • The process of assessing candidates and appointing a post holder • Applicants short listed – most suitable candidates selected • Selection process – varies according to organisation:

  12. Employment Legislation

  13. 3.Employment Legislation • Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

  14. Discrimination • Crucial aspects of employment legislation: • Race • Gender • Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

  15. 4. Discipline

  16. Discipline • Employer cannot just ‘sack’ workers • Wide range of procedures and steps in dealing with workplace conflict • Informal meetings • Formal meetings • Verbal warnings • Written warnings • Grievance procedures • Working with external agencies

  17. 5. Development

  18. Development • Developing the employee can be regarded as investing in a valuable asset • A source of motivation • A source of helping the employee fulfil potential

  19. Training

  20. 6.Training • Similar to development: • Provides new skills for the employee • Keeps the employee up to date with changes in the field • Aims to improve efficiency • Can be external or ‘in-house’

  21. 7. Rewards Systems

  22. Rewards Systems • The system of pay and benefits used by the firm to reward workers • Money not the only method • Foreign training recommendations • Fringe benefits • Flexibility at work • Holidays, etc.

  23. Trade Unions

  24. 8. Trade Unions • Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership

  25. Productivity

  26. 9. Productivity • Measuring performance: • How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal • Meant to be non-judgmental • Involves the worker and a nominated appraiser • Agreeing strengths, weaknesses and ways forward to help both employee and organisation

  27. 10. MOTIVATION Motivation is a tool to get the work done effectively and efficiently from your subordinate In psychology , the intension of achieving a goal directed behavior.

  28. IMPORTANCE • It is important for creating will with in subordinates to do a particular job. • The subordinates will voluntarily come forward to do the job. • Determines the efficiency & effectiveness of an organization.

  29. ADVANTAGES • Will increase efficiency • Will reduce expenditure on labour. • Will develop cordial relation between staff and management.

  30. THANK YOU

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