1 international program on enhancing entrepreneurship in sme development and export consortia...
TRANSCRIPT
1
International Program on Enhancing Entrepreneurship in SME Development and Export Consortia
Business Development Service and Human Resource Management
Mekong Institute (MI) Residential Training Centre in Khon Kaen University campus, Khon Kaen, northeast Thailand..
By
Dr. Nittana Southiseng
Shinawatra International University
24 August 2010
Human Resource Management
2
Objectives
Understand HRM functions in an organization Identify key tasks of HRM in motivating
employees Learn techniques of driving employees to a high
performance level Discuss and share experiences of effective team
work
3
Outline
Session I: Introduction of HRM Important tasks of HRM in SME Discussion
Session 2: Important tasks of HRM in SME HRM issues in modern organization Discussion and conclusion HRM ideas for further considerations
4
Major Business Factors5
Capital
Human Market
You can not get successful without each of these factors
Government agencies
Privatesector
Non-governmentagencies
Introduction
Managing people in an entrepreneurial organization is challenging, but rewarding
With a certain size of a venture, the entrepreneurs will be likely to have HRM specialist or department
HRM roles that business owners should know To what certain degree they are important for the
company? How important are people to the company’s success? How are success cultivated through HRM?
6
Human Resource Management
HRM encompasses activities which are designed to
provide for & coordinate the human resources of the organizations, and also
facilitates the most effective use of people (employees) to achieve organization’sorganization’s and
individual’sindividual’s goals.
7
Assistances Provided by HR Department8
HR Managers and Line Managers
HR Managers Services of employee
record, handling initial phases of orientation
Provide advices of disciplinary, equal employment opportunity, assistance
Assist to develop a plan for individual development, motivation
Line Managers Provide basic data of
employees in department plan
Imply the HR strategies Involve in developing
structure of the employees’ job, motivation, and development
9
Four Important Tasks of HRM in SMEs
1. Hire the right employees and constantly improve their skills.
2. Motivate workers to higher levels of performance.
3. Build a supportive organizational culture and structure that enable the company to reach its potential.
4. Plan for “passing the torch” to the next generation of business leadership.
10
11
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Hiring the Right People
Job Analysis
Job Analysis
Job AnalysisA process of obtaining information about jobs Determining duties, tasks, or activities of a job.To create job descriptions & job specifications.
How?Using available recordsCommunicate to the key persons a in specific jobObservationStudy and benchmark to other company
12
12
13
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Hiring the Right People
14
Job Description
A written summary of nature and requirement of a job
Typical lists of the general tasks, or functions, and responsibilities of a position
Job Description
14
15
Job Specification
Describes the competency, educational, and experience qualifications the incumbent must possess to perform a job
Job specification
15
16
How can a job be well-structured to enhance the employee’s performance?
What kinds of behaviors are needed to enhance performance of a job?
What kind of knowledge & experience is best suited for the job?
Job Analysis Questions
How How much time is takenmuch time is taken to complete one task? to complete one task?
Which tasks can be grouped together?
16
Sample of Job Description and Job Specification
Job Title: SupervisorDivision: PlasticsDepartment: ManufacturingName: .................... Job Analyst: .....................
Job SummaryThe SUPERVISOR works under the direction of the manager: Plans goals; supervises the work of employees; develops employees with feedback and coaching; maintains accurate records; coordinates with others to achieve optimal use of organizational resources.
17
17
Sample of Job Description and Job SpecificationCon’t
18
Job Duties and Responsibilities:
1. Plans goals to achieve; monitors progress of objectives, adjusts plans as necessary; allocates resources according to priority
2. Supervises the work of employees; provides clear instructions and explanations to employees; schedules work for employees; monitors employees’ performance.
3. Develops employees through direct performance feedback and job coaching; conducts performance appraisals; provides employees with recognition when performance is excellent; corrects employees promptly when their performance fails.
4. Maintains accurate records; processes paper work on a timely basis; documents important aspects of decisions and actions.
19
Job Requirements1. Ability to apply basic principles and techniques of
supervision Knowledge of principles and techniques of supervision Ability to plan, organize, and lead the activities of others Ability to get ideas accepted and to guide a group or
individual to accomplish the task2. Ability to express ideas clearly in both written and oral
communications.Minimum Qualifications Twelve years of general education or equivalent; and one year
supervisory experience. Or Substitute 45 hours classroom supervisory training for
supervisory experience.
Sample of Job Description and Job SpecificationCon’t
20
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Hiring the Right People
HRP
Human Resources Planning21
Human Resources Planning (HRP) Process of determining the employee needed by an
organization To ensure the organization has the right number of
qualified people with the right jobs at the right time To match the supply of people internally & externally Help identify specific people to fill in key positions
22
Human Resource Planning
Product Product DemandDemand
Labor Labor ProductivityProductivity
Labor Demand Labor Supply
Internal Internal Labor MarketLabor Market
External External Labor MarketLabor Market
22
What to do if What to do if Labor demand exceeds labor supply?Labor demand exceeds labor supply?
What to do if labor supply exceeds labor demand?
What to do if What to do if Labor demand equals labor supply?Labor demand equals labor supply?
23
Human Resource PlanningHuman Resource Planning
• Training or retraining• Promotion from within• Recruitment from outside• Subcontracting• Use of overtime
• Pay cuts• Reduced hours• Work sharing• Voluntary early
retirements• Inducements to quit• Layoffs
23
24
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Hiring the Right People
Recruitment
Recruitment
The process of generating a pool of qualified candidates for a particular job.
An effective recruitment effort should create a pool of qualified applicants.
Internal recruitment Recruiting the existing
employees in the organization to fulfill job vacancies
External recruitment recruiting new employees
outside the companies to fulfill job vacancies
25
25
26
External Recruiting Sources
Media Advertising E-recruiting
Employment Agencies
Special Events Recruiting
College RecruitingSummer Internships
What are advantages and disadvantages of internal and external recruitment?
Internal Recruitment
27
External Recruitment
28
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Hiring the Right People
Section
Who should be selected?
29
Selection Process
JOB
Factors in Selection Decisions
“Can Do”______________________________
• Knowledge• Skills• Abilities
“Can Do”______________________________
• Knowledge• Skills• Abilities
“Will Do”______________________________
• Personality• Values
• Motivation
“Will Do”______________________________
• Personality• Values
• Motivation
Job PerformanceJob Performance
30
Let’s form 4 groups with new members and work on the given case
31
Discussion
32
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Training & Development
New Employees
Orientation
Current Employees
Orientation
Orientation
Introducing new employees to their new workplace environment, colleagues, policy of the company etc.
Helps new employees to: Learn more about the company Learn what is expected of them in the job Reduce the initial anxiety of a transition Become familiar with co-workers Learn about work rules and personnel policies
33
34
Job Analysis
Job SpecificationJob Description
HRP
Recruitment
Section
Training & Development
New Employees
Orientation
Current Employees
Training and Development
Training Provide employees with specific skills to improve their
performance Support the employees to acquire new capability and
enable to utilize their SKAs to fulfill their responsibility and potentials
Effective training can improve morale, change their attitudes,
organization’s culture, increase an organization's potential.
35
36
Samples of Training Methods
On-the-job training Shows the employee how to perform the job & allows him/her to
do it under the trainer’s supervision Job rotation (Cross training)
Requires an employee to learn several different jobs in a department, & performs each job for a specified time period
Apprenticeship training Giving a comprehensive training in both practical and theoretical
aspects, Combines both on-the-job and classroom training Virtual classroom
Is an online teaching & learning environment such as: chat rooms, desktop video conferencing, websites, email…
Discussion
Training is a good start for the business owner who plans to invest on human resource development of the business. But training provision is somehow expensive. Thus, many business owners are reluctant to invest more on their human resource development.
What should HR managers do to convince the business owner to invest on HR training and development?
37
Four Importance of HRM in SMEs
1. Hire the right employees and constantly improve their skills.
2. Motivate workers to higher levels of performance.
3. Build an organizational culture and structure that enable the company to reach its potential.
4. Plan for “passing the torch” to the next generation of leadership.
38
Motivating Workers
Rewarding and recognizing the employees’ achievement
Reinforce positive practices and apply punishments where is needed
Empowering and giving authority in making decision
Job design Job rotation, job enlargement, job enrichment, flextime,
flexplace, telecommuting Feedback and learning loop
39
Performance Appraisal
Evaluating and communicating to an employee how his or her work performance is, and establishing a plan for improvement
40
Benefits of Perfomrance AppraisalBenefits of Perfomrance AppraisalBenefits of Perfomrance AppraisalBenefits of Perfomrance Appraisal
AdministrativeAdministrativeAdministrativeAdministrativeDevelopmentalDevelopmentalDevelopmentalDevelopmental
CompensationCompensationCompensationCompensationIndividual EvaluationIndividual EvaluationIndividual EvaluationIndividual Evaluation
Job EvaluationJob EvaluationJob EvaluationJob EvaluationTraining Training Training Training
Career PlanningCareer PlanningCareer PlanningCareer Planning
Compensating the Workforce41
-Base wage / salary
-Benefits Pay
- Incentives
Employee Compensation
Strategic Compensation Planning
Link the compensation of employees to the objectives, philosophies and culture of the organization.
Establish a pay-for-performance standard. Match the compensation to their needs in order to
motivate employees through compensation.
42
Four Importance of HRM in SMEs
1. Hire the right employees and constantly improve their skills.
3. Motivate workers to higher levels of performance.
2. Build a supportive organizational culture and structure that enable the company to reach its potential.
4. Plan for “passing the torch” to the next generation of leadership.
43
Supportive Organizational Culture and Structure
How? Create a culture that stresses commitment to
organizational goals, quality and flexibilitySupport continual learning and developmentParticipative management and facilitate
communicationRespect for work and life balanceResponse to diversity, integrity, accountability
actively
44
Four Importance of HRM in SMEs
1. Hire the right employees and constantly improve their skills.
2. Motivate workers to higher levels of performance.
3. Build a supportive organizational culture and structure that enable the company to reach its potential.
4. Plan for “passing the torch” to the next generation of leadership.
45
Why is Management Succession So Difficult?
No management succession plan!81% of all business founders intend to pass
their companies on to their children.But...25% of family business owners have no
formal management succession plan!
46
HRM Issues47
48
How should business owners do to deal with this particular HRM issue?
49
Benefits of Workforce Diversity Management
1. Reduce conflict among employees of different backgrounds as they learn to respect each other’s differences
2. More productive working relationships3. Increase commitment to and share the
organizational goals4. Increase innovation and creativity5. Increase ability to serve the needs of an
increasingly diverse customer base
Discussion50
See the given case study
Theme: “Talented Employee Retention in SME”
Discuss within your team members Identify and choose 5 most applicable tips which your team
agree. Present what you find to other teams, any similarities or
differences? Negotiate! Between A: G1&2, B: G3&4 Negotiate between A & B Draw them into a model Last but not least, …
51
Feedback
What did you learn from this activity?
What difficulty did you find during the negotiation?
Which activity from this discussion is most critical?
52
Further Consideration
1. Empowerment does not always work positively. And how should business owners do to assure Empowerment Works Best in their businesses?
2. What initiatives should supportive associations provide in order to assist the Business Success Transfer to the next generation?
3. Is there a case for the elimination of HR specialists, so that the function can be performed by all managers?
53
End
Thank you very much
54