Human resource management

Human Resource Management

GROUP 4 :Leticia Rose SalasibarAndrea Jeminar Alnas

April Rose EdemLorenzo Rodriguez

Outline:

Strategic Human Resource Management

The HRM Process: an overview The Strategic importance of HRM Human Resource Planning Job Analysis Demand for Human Resources Supply of Human Resources Reconciling Demand and Supply

Staffing Recruitment Selection Development and Evaluation Training and Development Performance Appraisal Compensation Types and Equity Designing the Pay Structure Promoting Innovation; Non Traditional Compensation Approaches Employee Benefit

Defining Appropriate Human Resources Steps in Providing Human Resources Personnel Management Civil Service-personnel management Manpower Planning Knowledge Management

Case Study

The HRM Process: An overview

A Human Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology Resource Management

System (HRMS) or Human Resource.

The strategic importance of HRM

A strategic approach in Human Resource Management is vital especially in growing companies. Starting from right staffing to maintaining performing employees, HR management is key in developing not only the employees, but the whole organization itself.

Human resource Planning

Job Analysis It is a process to identify and

determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

Staffing: The managerial function of staffing

involves manning the organization structure through proper and effective selection, appraisal and development of the personnels to fill the roles assigned to the employers/workforce.

According to Theo Haimann, “Staffing pertains to recruitment, selection, development and compensation of subordinates.”

Nature of Staffing Function

1. Staffing is an important managerial function- staffing function is the most important mangerial act along with planning, organizing, directing and controlling.

2. Staffing is a pervasive activity as staffing function is carried out by all mangers and in all types of concerns where business activities are carried out.

3. The basis of staffing function is efficient management of personnels Human resources can be efficiently managed by a system or proper procedure, that is, recruitment, selection, placement, training and development, providing remuneration, etc.

4. Staffing helps in placing right men at the right job. 

5. Staffing is performed by all managers depending upon the nature of business, size of the company, qualifications and skills of managers.

6. Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job.

7. The recruitment industry has four basic types of firms. 1). EMPLOYMENT AGENCIES deal with clerical, trades, temporary and temporary to hire employment opportunities.

2). RECRUITMENT websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource department or department manager will spend time outside their normal duties reading and screening resumes..

3). “HEADHUNTERS”for executive and professional positions.

Development and Evaluation

Training and Development In the field of human resource

management, which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

PERFORMANCE APPRAISAL:

The appraisal is based on results a performance appraisal is a review and discussion of an employee's performance of assigned duties and obtained by the employee in his/her job, not on the employee's personality characteristics.

Each employee is entitled to a thoughtful and careful appraisal.

Compensation

Compensation is the total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required.

Types of Equity Restricted Purchase Plan Stock Bonus Plan Incentive Stock Option Non-qualified Stock Option Phantom Stock Re-capitalization ( Value Freeze ) ESOP

Disadvantages Founders need to grip with the fact they

are giving up of their baby. The rule are complex and the tax ( mostly

the employee ) and financial accounting consequences ( to the company ) of failing to follow those rules can be serve.

Valuation of primely held companies is not a science so there is little certainly the IR’s will respect the value given to the equity compensation.

Given the lock of risk to the employee there is disparity between the risk and the founders.

Company founders machine that the company reacquiring the stock where the fully invested employee term roles employee.

Appropriate Human Resources

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.

Personnel Management

According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.”

According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.”

Nature of Personnel Management

Personnel management includes the function of employment, development and compensation.

Personnel management is an extension to general management.

Personnel management exists to advice and assist the line managers in personnel matters.

Personnel management lays emphasize on action rather than making lengthy schedules, plans, and work methods.

It is based on human orientation. It also motivates the employees

through it’s effective incentive plans so that the employees provide fullest co-operation.

Personnel management deals with human resources of a concern.

Role of Personnel Manager

Provides assistance to top management.

Advices the line manager as a staff specialist.

Counselor Mediator Spokesman

Manpower Planning Man power planning or human resource

planning is “the process by which management determines how an organization should move from the current manpower to the desired manpower 

position. Coleman has defined human resource

or manpower planning as “the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization.

Stainer defines manpower planning as “strategy for the acquisition, utilization, improvement, and preservation of an enterprise’s human resources.

Importance of Manpower

Key to managerial functions Efficient utilization Motivation Better human relations Higher productivity

Knowledge Management

Knowledge is a tool to achieve strategic objectives of any organization.

It comprises a range of strategies and practices used in an organization to identify, create, represent, distribute, and enable adoption of insights and experiences.

Case Study:

Building Employees Morale Vco Engineering Service is a private

limited company, offering industrial machine equipments to large and medium corporations. Mr. Eugene worked very hard and treated his staff very well. He and his staff have learned all aspect of the business from ground up. Because of that the business started to expand and became well established.

As the business was growing rapidly , Mr. Eugene decided to set up maintenance services to all his clients. Not to burden himself , he hired Mr. John to develop and direct the new maintenance service activities . Mr. John was formally working in the finance company with business development experience. He was young and energetic and was able to attract new customers. He worked long hours, giving his personal attention to even the smallest detail. In a short time, the new maintenance service activities he directed went on very fast and was growing. However after the first year, rapid growth begins to dwindle.

The obvious cause was staff hired to work at the maintenance service department were leaving after serving a short period of time, which lead to serious repercussion of not able to fulfill customer’s order. The impact make Mr. Eugene realized that there must be a reason for employees leaving so soon, however Mr. John assured him that things were going on fine.

Without much hesitation, Mr. Eugene came across one of the long time employee . They had a casual conversation regarding the department’s staff turnover. The staff took this opportunity to express his feeling about the work climate with Mr. John.The comment the long time employee made was that it was very difficult to work with Mr. John. Saying that Mr. John made life miserable for all of the staff, too authoritative, too micro managing that everything must be reported to him no matter how small. Even when crew members were out on a job , they must get his permission or call him which slowed everything down.Besides he never compliment any of his staff, only made unjustified criticism when customers complained. All he knew was to find or attract new customersSo , if you were Mr. Eugene, what would you do?

Solution :

Seeing that Mr. John’s attitude and autocratic supervision methods were creating a bad working climate, Mr. Eugene decided he had to take action before situation got worse. By temporarily taking charge himself, he was able to get a better feel for what was going on and to improve the staff morale while at the same time seeking for new replacement.

Mr. Eugene also saw that Mr. John was good at marketing and sales , but inexperienced at supervising and handling employees. Hence he gave him responsibilities for the company’s priority effort to expand into new areas and new business. It was an important job doing the kind of work where he had proven himself and he seemed better suited for, and where his talents could best served the company