topic 8 hrm s 1 2015- moodle notes
DESCRIPTION
Management 1001 topic 8TRANSCRIPT
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Human resources management
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In this Lecture
The Importance of Human Resource Management
The Human Resource Management process How the HRM process looks from the
other side
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A very very short history lesson
Personnel Management Human Resources Strategic Human Resources
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Sources of competitive advantage
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Importance of human resource management HRM is an important tool in implementing strategy
De Cieri, H., & Kramer, R. (2005). Human resource management in Australia: Strategy, people, performance. (2nd ed.). North Ryde, N.S.W.: McGraw-Hill.
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The importance of HRM (contd) What HR does is about their strategy how do you invest in people?
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What is Human Resource Management?
The policies, practices and systems that influence employees behaviour, attitudes and performance.
Many refer to HRM as involving people practices.
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What are they thinking?
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Job analysis and design Human resource inventory Job analysis Job description Job specification
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Job description: (Maintenance Mechanic) General Description of Job Duties: General maintenance and
repair of all equipment used in a particular district. 1. Essential Duty (40%) : Maintenance of Equipment
Tasks: Keep a log of all maintenance performed on equipment.
Replace parts and fluids according to maintenance schedule.
2. Essential Duty (40%): Repair of Equipment Tasks: Requires inspection of equipment and a
recommendation that a piece be scrapped or repaired. 3. Essential Duty (10%): Testing and Approval
Tasks: Ensure that all required maintenance and repair has been done according to manufacturer specs.
4. Essential Duty(10%): Maintain Stock Tasks: Maintain inventory of parts needed for maintenance
and repair of equipment. Responsible for ordering parts at lowest cost
Nonessential Functions: Other duties as assigned.
HR in practice
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Job analysis and job design United Parcel Service (UPS) Job analysis
Time and motion studies 1000 industrial engineers rode in delivery vans and supervised
employee performance Job (re)design
Scripted interactions Outcomes
Productivity growth Organisational growth Profitability Employee outcomes
Job analysis in practice
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Recruitment Recruitment Aims of recruitment
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Selection Selection Selection methods
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Selection Selection method standards
Reliability (of prediction): Degree of consistency with which a selection device measures the same thing.
Validity (of prediction): Proven relationship between the selection device used and relevant criterion for successful performance in an organisation
Generalisability Utility Legality
Selection decision outcomes
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Employee learning and development Training vs Development Presentation methods Group-building methods Hands-on methods
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Employee learning and development
What does effective training do? Affective outcomes Cognitive outcomes Skill-based outcomes Results Return on investment (ROI)
Purposes of training and development Improve performance Update employee skills Solve organisational problems Orient new employees Satisfy personal growth needs
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As you work you want
More Pay Promotion Recognition
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Performance management Performance management system
Establishing performance standards and appraising employee performance in order to arrive at objective HR decisions and to provide documentation in support of those decisions.
Ensuring that employees activities and outputs are aligned with the organisations goals.
Performance appraisal Obtaining data on how well an employee is doing his or her job
Performance feedback (Actionable feedback article) Providing data to employees about their performance effectiveness
Performance appraisal methods Written essays, Critical incidents, Graphic rating scales, Behaviorally
anchored rating scales (BARS), Multiperson comparisons, Management By Objectives (MBO), 360 Degree feedback
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Compensation and benefits Benefit of a fair, effective & appropriate compensation system
Helps attract and retain high-performance employees Impacts on the strategic performance of the firm
Types of compensation Base wage or salary Wage and salary add-ons Performance related pay
Merit pay Incentive pay Profit sharing Ownership Skill-based Group incentives/awards
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Who should engage in the HR process Dedicated HR staff What you need to
know Line managers What you need to know