HR Management PPT – The process of planning, organizing, directing (motivating), and controlling the procurement, development, compensation, integration, maintenance, and separation of organizational human resources to the end that organizational, individual, and societal needs are satisfied.
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
These activities are made up of
- Recruitment & selection.
- Training and development.
- Performance appraisal and feedback.
- Pay and benefits.
- Labor relations.
HR Planning includes all activities managers do to forecast current and future HR needs.
Must be done prior to recruitment and selection
Demand forecasts made by managers estimate the number & qualifications the firm will need.
Supply forecasts estimate the availability and qualifications of current workers and those in the labor market
–Component should be consistent with the others, organization structure, and strategy.
- Recruitment: develop a pool of qualified applicants.
– Selection: determine relative qualifications & potential for a job.
- Training & Development: ongoing process to develop worker’s abilities and skills.
- Performance appraisal & feedback: provides information about how to train, motivate, and reward workers.
–Managers can evaluate and then give feedback to enhance worker performance.
uPay and Benefits: high performing employees should be rewarded with raises, bonuses.
–Increased pay provides additional incentive.
–Benefits, such as health insurance, reward membership in firm.
uLabor relations: managers need an effective relationship with labor unions that represent workers.
–Unions help establish pay, and working conditions.
If management moves to a decentralized structure, HRM should be adjusted as well.
–External recruiting: managers look outside the firm for people who have not worked at the firm before.
- Managers advertise in newspapers, hold open houses, recruit at universities, and on the Internet.
–External recruitment is difficult since many new jobs have specific skill needs.
–A multi-prong approach to external recruiting works best.
–Internal Recruiting: positions filled within the firm.
- Internal recruiting has several benefits:
–Workers know the firm’s culture, may not have new ideas.
–Managers likely already know the candidates.
–Internal advancement can motivate employees.
–Outsourcing: managers can decide to contract with outside workers rather than hiring them.
–Outsourcing is more flexible for the firm.
–Outsourcing often provides human capital at a lower cost.
- Outsource problems: managers lose control over output.
–Outsource contractors are not committed to the firm.
- Unions typically are against outsourcing that has potential to eliminate member’s jobs.