Brief introduction on human resource management
- 1. Brief Introduction on HUMAN RESOURCE MANAGEMENT By- Shafie Zamil MHRM (Reading) – University of Colombo, B.A university of Perdeniya, Dip in Mgt, CCHRM
- 2. Human Resource, it is only live resource. There by it is only can mange other two resources (Money / Materials) The most important resource of organization is Human Resource Human Resource management is management of various activities that are designed to enhance the effectiveness of man power in an organization, in the achievements of organizational goal.
- 3. Human Resource management may be defined as organizational function of Planning for Human Resource needs & Recruitment, Selection, development, compensation & Evaluation of performance to fill those needs. Functional based The philosophy, policies, procedures & practices related to management of people within an organization. Theory based Definition of HRM
- 4. Employment Management - Industrial Relation Management - IR People Management - Personnel Management Human Talent Management Human Resource Development - HRD Human Resource Management - HRM Human Performance Improvement - HPI (New Concept) Different terms used for HRM
- 5. Human resource management was first known as personnel management. The history of Human Resource management is very short Human Relations Movement The First World War Between the wars The Second World War The Post War Years The Post War Years However the present status of the field of HRM has been achieved after years of evolutionary development. During this century, methods of managing people have become more organized & specialized.
- 6. Paternalistic Role Care for injured and sick employees Protection for woman & Children - State / Trade union partnership - Management of absences training and recruitment - Productivity improvement - Trade Union negotiation - Policy adherence - Regulation of pay - Focused on Improvising efficiency and effectiveness - Administration and functional / technical expert - HR generalist in the field
- 7. • A number of scholars, manager, entrepreneur & various people have contributed in different forms to growth of this important subject. • Organizations now consider the human resources as a resource that could be developed rather than just be managed (Fundamental Different) • Hence the role of the HR – Manager today has become a much more challenging & a professional one, requiring specialist skills.
- 8. Personnel Mgt VS HRM Personnel Management Human Resource Management Manages People Considers people as a resource that can be developed Most managers can do personal management. A manager with basic managerial skills could handle it. Human resource management should be done by a specialist or professionally qualified persons. More admin oriented More rules & strict controls More development oriented More motivation, more development & career advancement opportunities. Cost effective on the short term Cost effective on the long term An investment Less concentration on employees’ future potential & getting has best from employees through training, Development & motivation A job Identifies employees potential, areas for improvement, strengths and weaknesses, identifies training need & train them. Achieves result through motivation & job satisfaction. A career
- 9. MODERN HUMAN RESOURCE MANAGEMEN T HRP J & WD ST T & D PRC & R MT JS IG MC PD BT MCH HR IN ORG L CMP – R – IR – LW ScopePersonnel Management Human Resource Management
- 10. Internal Advertisement External Job Description & Specification Selection Recruitment Staffing Human Resource Planning Training & Development Direct Indirect Performance Appraisal Non - Monitory Monitory Compensation HRM PROCESS
- 11. Key Result Area of HRM Functions •HR Planning •Administration of Compensation System •Performance Management •Human Resource Development •Employee welfare service •Industrial Relation •Formulation of Personnel procedure & Practices
- 12. Strategic Human Resource Activities Policy Making Designing & developing Human resource Strategies Contribution to corporate plan of organization Integrating human resource activities to main purpose of organization
- 13. Operating Human Resource Activities o Job Analysis o Recruitment & Selection o Job Evolution o Salary administration o Incentive & benefits o Grievance Handling o Disciplinary Procedure o Communicating conditions of service o Personal Record
- 14. HR – Advisory Activities Training & Development Counseling Industrial Relations
- 16. The recruitment and selection process Employment planning and forecasting Recruiting: Build a pool of candidates Applicants complete application formsUtilize various techniques to identify viable job candidates Interview final candidates to make final choice
- 17. Internal Sources and Methods of Recruitment Sources Promotions Transfers and relocations job rotation Rehires and recalls
- 18. Internal Sources and Methods of Recruitment Methods 1) Job posting The organization announces position openings through bulletin boards, company publications, and internet/intranet. Some union contracts require job posting to ensure that union members get first choice of new and better positions.
- 19. Internal Sources and Methods of Recruitment 2) Skills inventories Manual or computerized systematic records listing employees' education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion.
- 20. 1) Work experience 2) Product knowledge 3) Industry experience 4) Formal education 5) Training courses 6) Foreign language skills 7) Relocation limitations 8) Career interests 9) Performance appraisals
- 21. External Sources and Methods of Recruitment Sources Employee referral programs Walk-ins Other companies Employment agencies Temporary help agencies Trade associations and unions Schools Foreign nationals
- 22. Internal Sources and Methods of Recruitment Methods radio and television newspapers and journals computerized services acquisitions and mergers work flow management
- 23. Advantages Disadvantages INTERNAL SOURCES INTERNAL SOURCES – Morale – Better assessment of abilities – Lower cost for some jobs – Motivator for good performance – Have to hire only at entry level – Inbreeding – Possible morale problems of those not promoted – Political? infighting for promotions – Requires strong management development program
- 24. EXTERNAL SOURCES EXTERNAL SOURCES – new blood, new perspectives – Cheaper than training a professional – No group of political supporters in organization already – May bring competitors, secrets, new insights – Helps meet equal employment needs – May not select someone who will fit – May cause morale problems for those internal candidates – Longer adjustment or orientation time May bring in an attitude from pervious Company
- 25. A job description (J/D) is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. Job specifications (J/S) specify the minimum acceptable qualifications required by the individual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job.
- 26. PAY PACKAGES
- 27. Compensation Monetary Direct Salary – Wages – Bonus Incentive – Commission – over time payment Non - Monetary Indirect Pension - Gratuity - Insurance - Transport Reputation , Recognition, job environment , status, Authority , Training, Financial Non financial
- 28. Incentive An incentive is any factor that provides a motive for a particular course of action Incentives bridge the gas between capacity to work and willingness to work Capacity to work Willingness to work GAP
- 29. Salary Wages Earning Take home salary Minimum Wages Fringe benefits Definitions
- 30. Salary As the remuneration paid to the manager, professionals, Supervisors & clerical staff on monthly or annual basis White Collar Employees Wages Who get payment based on time (Hours / Daily wages ) Blue Collar Employees Earning The total amount received by an employee during a given period ( Salary / COL /House Rent allowances / other allowances / over time payment )
- 31. Take home Salary Amount of salary left to the employee after making certain deduction (EPF / ETF / Life Insurance / Income Tax / other..) Minimum Wage The amount of remuneration which is stipulated by government for different industries
- 32. Fringe Benefits as supplement to workers earned wages. They included payment in cash and kind out side of earned wages Principal Benefits Leave – paid Social Insurance – EPF / ETF /Accident /Maternity Medical Service / Canteen / Death relief / loan / housing loan / Transport Severance payment Gratuity / Bonus / long service award/ profit sharing Free training Scheme / Sponsorship for education & training
- 33. JOB EVALUATION
- 34. What is the job What is the evaluation What is the process
- 35. Job is set of task and activities should be perform by individual and group. Process - systematic way to archived Evaluation – proper evaluation has four process set of task and activities should be perform by individual and group. 1. Measurement (Quality & Quantities) 2. Assessment 3. Valuing 4. Rating
- 36. Job Evaluation is process of measurement, Assessments, valuing & Rating a set of task and activities Job analysis Job Rating - Study the JD & JS and assign relative value or scope to each job Job specificationJob description Money Allocation – Assign a money rate to pay to each job according to a define system or scale Employee Classification - Classify all employees under proper job title based upon the content of the worker they actually perform
- 37. JE methods can be divided in to two basic categories 1. Non analytical methods i. Ranking Methods ii. Job Grading / Classification 2. Analytical Methods i. Points Rating System ii. Factor Comparison iii. Market Pricing
- 38. Job Ranking The basic process of job ranking is to select a representative sample of jobs (Bench Marks), prepare basic J/D for them, compare them the basic information in the J/D and rank them in order
- 39. Job Classification Predetermined number of job group or classes are established and job assigned to these classification Class I – Executives (Office manager / D. Manager / Department supervisor) Class II – Skilled Workers (Purchasing Assistant / Cashier / Receipts Clerk ) Class III - Semiskilled Workers (Machine operators / crank Operator ) Class IV – Semiskilled Workers (Office Boy / File Clark)
- 40. This method is widely used currently Job are expressed in terms of key factors. Points are assigned to each factor after prioritizing each factor in order of important. Skills Education and Training required / Depth Experience /Problem Solving Skills / Social Skill required / Creative thinking / Degree of discretion / use of judgment Responsibilities / Accountability Specialized & Breadth responsibility / for production material / Degree of freedom Effort Mental & physical Demand / potential stress Working Conditions Points Rating Method
- 41. The most frequent factors employed in points system are as followed Skills Education and Training required Depth Experience Problem Solving Skills Social Skill required Creative thinking Degree of discretion use of judgment Responsibilities / Accountability Specialized responsibility Breadth responsibility Complexity of work Degree of freedom act number and nature of subordinate staff extent of accountability of equipment / plant extent of accountability of production / materials
- 42. Effort Mental Demand physical Demand Degree potential stress Working Conditions Time scale of operation Turbulent or Steady – state Amount of necessary Travelling Diversity of Subordinates Pressure from other group difficult or hazardous surrounding
- 46. A more systematic and scientific methods of job evaluation is the factor comparison methods Factor comparison method
Editor's Notes
- #10: Personnel Management