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STAFFING

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Human Resource Management

The integration of all processes, programs, and systems in an organization that ensure staff are acquired and used in an effective way

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Human Resource Management (Contd.)

HR is multidisciplinary: It applies the disciplines of Economics (wages, markets, resources),Psychology (motivation, satisfaction), Sociology (organization structure, culture) and Law (min. wage, labor contracts)

What HR Professionals Do?HR planningRecruitment & SelectionTraining and developmentCompensation & Performance review Labor relations

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Human Resource Planning

Assessing FutureHuman Resource

Needs

Assessing Current Human Resources

Developing aProgram to Meet

Needs

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Human Resource Planning

The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed

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HR PlanningWe have found the gap, how do we fill this void?

Internal Labour SupplySkill InventorySuccession PlanningReplacement Planning

– Inventory Chart• Present & Future staffing situations• Helps in retention & expulsion strategy

External Labour Supply

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Job Analysis (Functional Job Analysis, Position analysis questionnaire)

A Basic Human Resource Management Tool

Tasks Responsibilities Duties

Job Analysis

Job Descriptions

Job Specifications

Knowledge Skills Abilities

Human Resource Planning

Recruitment

Selection

Training and Development

Performance Appraisal

Compensation and Benefits

Safety and Health

Employee and Labor Relations

Legal Considerations

Job Analysis for Teams

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DefinitionsJob - Consists of a group of tasks that must be performed for an organization to achieve its goalsPosition - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organizationJob analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization (functional job analysis , position analysis questionnaire)Job description – document providing information regarding tasks, duties, and responsibilities of jobJob specification – minimum qualifications to perform a particular job

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RecruitmentProcess of locating, identifying, and attracting capable candidatesCan be for current or future needsCritical activity for some corporations. What sources do we use for recruitment

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Sources of Recruitment

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RecruitmentSources

InternalSearches

EmployeeReferrals

Voluntary Applicants

EmploymentAgencies Advertisements

SchoolPlacement

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SELECTION

A series of steps from initial applicant screening to final hiring of the new employee.

Selection process.Step 1 Completing application materials.Step 2 Conducting an interview.Step 3 Completing any necessary tests.Step 4 Doing a background investigation.Step 5 Deciding to hire or not to hire.

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Selection processStep 1 Completing application materials.

Gathering information regarding an applicant’s background and experiences.Typical application materials.

Traditional application forms.Résumés.Sometimes tests may be included with application materials.

Step 2 Conducting an interview.

Typically used though they are subject to perceptual distortions.

Interviews can provide rough ideas concerning the person’s fit with the job and the organization.

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Selection processStep 3 Completing any necessary tests.

Administered before or after the interview.Common examples of employment tests.

Cognitive, clerical, or mechanical aptitudes or abilities.Personality.

Step 4 Doing a background investigation.

Can be used early or late in selection process.

Background investigations include:

Basic level checks.

Reference checks.

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Selection processStep 5 Deciding to hire or not to hire.

Draws on information produced in preceding selection steps.A job offer is made.A physical examination may be required if it is relevant to job performance.Negotiation of salary and/or benefits for some jobs.

Step 6 Socialization.The final step in the staffing process.Involves orienting new employees to:

The firm.The work units in which they will be working.The firm’s policies and procedures.The firm’s organizational culture.

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Performance Appraisal

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Performance Appraisal

The identification, measurement, and management of human performance in organizations.

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Why Conduct Performance Appraisals?

Make decisions about that person's future with the organizationIdentify training requirementsEmployee improvementPay, promotion, and other personnel decisionsResearchValidation of selection techniques and criteria