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Managing Human Resources

The document outlines the importance of high-performance work practices in managing human resources, emphasizing an eight-step HRM process for identifying, selecting, training, and retaining competent employees. It also discusses external factors affecting HRM, such as labor unions and government regulations, as well as the significance of valid and reliable selection processes and tools. Additionally, it touches on recruitment strategies and the complexities of workforce reduction.

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bidiy85138
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4 views

Managing Human Resources

The document outlines the importance of high-performance work practices in managing human resources, emphasizing an eight-step HRM process for identifying, selecting, training, and retaining competent employees. It also discusses external factors affecting HRM, such as labor unions and government regulations, as well as the significance of valid and reliable selection processes and tools. Additionally, it touches on recruitment strategies and the complexities of workforce reduction.

Uploaded by

bidiy85138
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
High-Performance Work Practices
• Work practices that lead to both high individual performance and high
organizational performance.
• If an organization doesn’t use this concept, there are specific HRM
activities that must be completed in order to ensure that the
organization has qualified employees to perform the work.
• That is HRM eight step process.
HRM Process
• Eight activities discussed in HRM process.
• First three activities ensure that competent employees are identified
and selected.
• And the next two activities are involve, providing employees with up
to date knowledge and skills.
• Final three steps ensure that the organization retains competent and
high performing employees.
External factors that Affect the HRM
Process
• Before we discuss those specific activities, we need to look at external
factors that affect the HRM process.

• The factors that most directly influence on HRM process are;


• Employee labor unions
• Governmental Laws & Regulations
• Demographic Trends
Managing Human Resources
Current Assessment
Cont’d
• Job Description: A written statement that describes a job.
 Job content
Environment
Conditions of employment
• Job Specification: It identifies the knowledge, skills and attitudes
needed to do the job effectively.
Meeting Future HR Needs
Recruitment & Decruitment
• Locating, identifying and attracting capable applicants.
• Managers may use different recruitment approaches to find potential
job candidates, such as internet, employee referrals, company
website.

• Decruitment: Reducing an organization’s workforce.


It’s never easy to reduce an organization’s workforce.
Selection
Validity and Reliability
• For a selection process to be valid, it must also be reliable. That
means the process must measure what it is designed to measure and
do so consistently over time.
• If either measure is unreliable, the process will not appear to be valid.
• Validity: A proven relationship between the selection devices used
and some relevant criterion for successful performance in an
organization.
Selection Tools
• The best known selection tools include;
• Application forms
• Written tests
• Performance simulation tests
• Interviews
• Background investigation
• Physical examination
Providing Employees with Needed
Skills & Knowledge
Retaining Competent, High-
Performing Employees
Compensations and Benefits
Factors that Influence compensation
& Benefits

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