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Managing Human Resources: Chapter # 12

This document provides an overview of human resource management. It discusses attracting and maintaining an effective workforce through activities like HR planning, recruiting, selecting, training, performance appraisal, compensation, benefits, rightsizing and termination. The goal of HRM is to ensure the effective and efficient use of human talent to accomplish organizational goals.

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Malaika Maryam C
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64 views

Managing Human Resources: Chapter # 12

This document provides an overview of human resource management. It discusses attracting and maintaining an effective workforce through activities like HR planning, recruiting, selecting, training, performance appraisal, compensation, benefits, rightsizing and termination. The goal of HRM is to ensure the effective and efficient use of human talent to accomplish organizational goals.

Uploaded by

Malaika Maryam C
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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MANAGING HUMAN

RESOURCES
Chapter # 12
INTRODUCTION
 Human resource management refers to the design and
application of formal systems in an organization to
ensure the effective and efficient use of human talent to
accomplish organizational goals.
 This system includes activities undertaken to attract,
develop and maintain an effective workforce.
 Human capital is considered as the top factor in
maintaining competitive success.
 Human capital refers to the economic value of combined
knowledge, experience, skills and capabilities of
employees.
 Effective HRM and the alignment of HR strategies with
the organizational strategic direction have a positive
impact on a firm’s performance.

 The strategic approach to HRM recognizes three key


elements,
 All managers are involved in managing HR.
 Employees are viewed as asset. Competitive edge is achieved
via employees, not with buildings and machinery.
 HRM is a matching process, integrating the organizational
strategy and goals with the correct approach to managing
human talent.
FINDING THE RIGHT PEOPLE
 The first step in finding the right people is
human resource planning, in which HR
managers predict the need for new employees
based on types of vacancies exist.
 The second step is to use recruiting procedures
to communicate with potential applicants.
 The third step is to select potential contributors
from applicants.
 Finally new employees are welcomed in
organization.
Attracting an effective workforce.

HR Planning Choose Recruiting Select the


Retirements Sources candidate Welcome
Want ads Application the new
Growth
Headhunters Interview employee
Resignations internet Test
HR Planning:
 HR planning is the forecasting of HR needs and
projected matching of individuals with expected
vacancies.
Recruiting:
 It is also called as talent acquisition.

 Recruiting is defined as activities or practices that define


the characteristics of applicants to whom selection
procedures are ultimately applied.
 There are two types of recruitment,
 Internalrecruiting or promote from within.
 External recruiting.
 e.g. advertising, online, employment agencies, job fairs, employee
referrals etc
Assessing Job:
 Basic building blocks of HRM include job
analysis, job description and job specification.
 Job analysis is a systematic process of gathering
and interpreting information about essential
duties, tasks and responsibilities of a job.
 Job description is a concise summary of the
specific tasks, duties and responsibilities.
 Job specification outlines the knowledge, skills,
education, physical abilities and other
characteristics needed to perform the job.
Realistic Job Preview:
 It gives job applicants all pertinent and realistic
information- positive or negative- about the
joband organization.
 It is important for greater job satisfaction and
lesser employee turnover.

Internships:
Selection:
 Inselection, employer assess applicant’s
characteristics in an attempt to determine fit
between the job and applicant characteristics.
 Commonly used selection devices are application form,
interview and test.
Application form:
 Application form is used to collect information about applicant’s
education, previous job experience and other background
information.
Interview:
 Interview is most common device in almost every job category
and nearly in every organization.
 There are different approaches of interviewing.
DEVELOPING TALENT
 Developing talent is next goal of HRM for an effective
workforce.
 The two major activities under developing talent are
training and performance appraisal.

Training and Development:

 Training and development programs represent a planned


effort by an organization to facilitate employees’ learning
job related skills and behaviors.
 Training conducted by a instructor in a classroom is most
popular method of training.
 Development is sometimes distinguished from the
training.
 The term training is typically used to refer to teaching
people how to perform tasks related to their present jobs.
 Development means teaching people broader skills that
are not only useful in their present jobs but also prepare
them for greater responsibilities in future jobs.
On the job training (OJT):
Performance Appraisal:
 It refers to observing and assessing employee
performance, recording the assessment and providing
feedback to the employees.
 The performance appraisal process is disliked in
organizations.
MAINTAINING AN EFFECTIVE
WORKFORCE
 After recruiting and developing an effective workforce,
HRM professionals need to maintain an effective
workforce.
 Maintenance of current workforce involves
compensation, wages and salary system, benefits,
rightsizing and termination.
Compensation:
 The term refers to (1) all monetary payments and (2) all
goods or commodities used in lieu of money to reward
employees.
 An organizations’ compensation structure includes
wages and salaries and benefits such as medical, paid
vacations and health fitness centers.
Benefits:
 Benefits are non-monetary rewards offered by firms to
employees.
 Benefits are important part of compensation packages
and equally important.
 Benefits include medical facilities, day care, paid
vacations, memberships, educational reimbursements
etc.
Rightsizing:
 It is also termed as downsizing.

 It refers to reducing the company’s workforce


intentionally to the point where the number of employees
believed to be right for company’s current situation.
 The goal of rightsizing is to make the firm stronger and
competitive.
Termination:
 Despite all efforts, the organization will lose employees.

 Some will retire, some depart for other jobs and some
are forced to leave because of poor performance.
 Termination of employee is important for maintaining an
effective workforce.
 Poor performer are dismissed which is considered by
productive employees.
 Managers can use exit interviews with leaving
employees to identify the reasons of dissatisfaction or
poor performances.

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