human resource management
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HUMAN RESOURCE MANAGEMENT
The Public Sector
Eliud Bundi OndaraMPA Student
University of Nairobi
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ContentsIntroductionHuman Resource Planning (HRP)Job Analysis and DesignAcquiring Human ResourceHuman Resource Development Performance Assessment And ManagementCompensation and Reward System
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Introduction
What is HRM?Why HRM important in 21st Century?Evolution and Development of HRM
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What is HRM?
There are many definitions that have been advanced on HRM.
The process of acquiring, procuring, developing and maintaining people in the organization.
An organization can not function as buildings, machines and inventories without people.
HRM is a management function
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Evolution of HRM - Stages
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Evolution of HRM - Stages
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Why HRM is important in the 21st Century
Create meaningful jobs for organizations.Maintaining the right mix of people in an organization.Provide organization structure for employee effectiveness.Creating an positive work environment. Help develop and retain effective employees.Manage change and succession.Enhance employee and stakeholders collaboration.
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Human Resource Planning
DefinitionImportance HRPProcess of HRP
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Human Resource Planning
Process of analyzing and identifying organization’s employee needs to achieve its goals.
Availability of human resource for achieving the organization’s objectives.
It involves forecasting the organization’s future HR needs.
Ensuring supply of the right number and kind of people.
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Why is HRP important?
Assesses the future personnel needsHelps organization prepare for changeCreates high talented personnelProtects weaker sections of the organizationProvides foundations for personnel functionsMatches demand with supplyMaximize the use HR and ensure ongoing development.
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HRP process
Consider the annual economic sector growth for a period
Review the labour stock in the base yearTranslate the annual economic growth in terms of labour needsConsider the attrition rateConsider number of people leaving school Monitor unemployment rateFill the gaps between supply and demand
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Job Analysis and Design
DefinitionImportance
Steps of Job analysis and Design
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Job Analysis and Design - Definitions
Job analysis
The process of analysing and listing the tasks that are included in the job.
All the steps taken to perform the different tasks; and
All the requirements the respective tasks put upon the jobholder
It provides the basis for Job description – what the job holder does.
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Importance of Job analysis
It determines: Duties, skills and abilities required for a job.
Relationship to other jobs
Conditions under which work is performed
The kind of person required
Materials and equipment requirements.
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Job Design
Describes the contents, methods and relationships of jobs.
The process is based on an analysis of the way in which work needs to be organized.
Job design has to start from work requirements because that is why the job exists.
It also aims to fulfill the social responsibilities of the organization to the people who work.
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Sources of information
Employees – line managers, job holders
Job Incumbents
Human resource Manuals
Other organizations
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Acquiring Human Resource
Employees recruitment and SelectionEmployee Selection process
Equal Employment Opportunity
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Employee Recruitments and selection
Recruitment - the process of identifying and engaging the people the organization needs.
Selection - that process concerned with deciding which applicants or candidates should be appointed to a job.
The art of discovering and procuring potential applicants.
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Steps to Recruitment and selection
Organization analysis on needs.
Defining requirements.
Planning recruitment campaigns.
Attracting candidates.
Selecting candidates – shortlisting, interviewing.
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Selection?
Interviewing – Individual (face to face).– Interview panel– Selection board
Ability test– Published, standardized test (Intelligence tests, aptitude tests &
Personality Tests )
Assessment centres– Run by professionals with standardized multiple assessment techniques
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Legal Framework
– The Employment Act 1980 & 1982
– The Trade Union Act 1984
– The Wages Act 1986
– The Employment
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Employee Relations
Meaning and importanceTrade unions
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Employee relations
The relationship that exists between employers and employees, and
How they work together to determine the level of pay and working conditions.
The aim of ER is to achieve an optimum working relationship between the employees of an organisation and management.
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Structure of Employee relations
ER
Employees
Trade Unions
Employers
Employer Associations
Government
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Employee relations issues
Job classifications
Award conditions
Leave entitlements
Unfair dismissal
Anti-discrimination
Dispute resolution
Contract provisions
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Trade UnionsUnion is a group of workers who have come together to make collective decisions
Trade unions are formed to protect and promote the interests of their members.
Their elected leaders negotiate with their employer over:• Wages• Working conditions and hours• Safety and Health• Other benefits
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HRM Challenges in Public sector
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ChallengesFriendships and relations – nepotism, favouritism, bribery
Failure to follow procedures – cost implications
Choosy employees – refusal to work in some parts of the country
Competition – between the public and private sector
Lack of ICTs to manage the HR precesses
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Questions?