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Lecture management a pacific rim focus chapter 11 human resource management

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LECTURE OUTLINE• Establishing the employment relationship • Maintaining the employment relationship • HRIS, Internet, intranets & extranets • Terminating the employment relationship... T

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CHAPTER 11

HUMAN RESOURCE

MANAGEMENT

Trang 2

LECTURE OUTLINE

• Establishing the employment relationship

• Maintaining the employment relationship

• HRIS, Internet, intranets & extranets

• Terminating the employment relationship

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The HRM framework

Those management functions

concerned with attracting, maintaining and developing people in the

employment relationship.

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The HRM framework

HRM functions

Identifying HR needs

Attracting human resources

Maintaining human resources

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The HRM framework

Principles of HRM

• Proactive approach, link to strategic planning

& cultural change.

• View of people as capital, not cost.

• Possibility of mutually beneficial relationship between stakeholders.

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• Increasing reliance on civil law processes.

• Growth of regulation relating to human rights,

discrimination, EEO, OH&S, environmental matters.

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Establishing the employment

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Establishing the employment

relationship

Human resource planning

Determining future human resource needs in relation to an organisation’s business

objectives or strategic plan.

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Establishing the employment

relationship

Job analysis

The systematic collecting and recording of

information about the purpose of a job, its major duties, the conditions under which it is performed, the required contacts with others and the

knowledge, skills and abilities needed to perform

it effectively.

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Establishing the employment

• Training & development

• Job design & redesign.

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Establishing the employment

relationship

Job analysis-methods

• For existing jobs, interviews with employees.

• Interviews with supervisors.

• Observation.

• Combination, interviews & observation.

• Structured questionnaires.

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Establishing the employment

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3 Objectives

Maximising the pool of applicants

at minimum cost.

Maximising the pool of applicants

at minimum cost.

Attracting suitably qualified &

Attracting suitably qualified &

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Establishing the employment relationship Methods of recruitment

Executive recruitment

(‘head hunters’)

Executive recruitment

(‘head hunters’)

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Establishing the employment

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Establishing the employment

relationship

Key aspects of selection:

Reliability

The degree to which the

decision making process

will measure the same

Consistently Validity

Whether the decision process actually measures what it sets out to measure.

Selection devices

• Application form

• Written tests

• Selection interview

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Maintaining the relationship

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Maintaining the relationship

Remuneration & benefits:

• Linked to job analysis

• Governed by regulatory framework

• Internal pay equity

• External pay equity

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Maintaining the relationship

Training & development:

Choices:

– Buy skills, build them, or a mixed approach.

Strategic rationales for training:

– Proactive

– Reactive

– Enhancement of employee motivation,

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Maintaining the relationship

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Maintaining the relationship

Performance appraisal

Performance appraisal

360o feedback — non-hierarchical method

non-hierarchical method

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HRIS, Internet, Intranets &

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HRIS, Internet, Intranets &

Extranets

Performance appraisal,

Widespread electronic systems

Enhanced distribution

of HR policy, news, information

Better internal

communication

Employee maintenance

Multi-site collaborative work teams, electronically

linked

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The future of work

• Increased part-time, casual & temporary staff

• Tele-working

• Hot-desking

• Temporary agency work, short-term labour

hires, on-call & contract workers

• Personnel supply firms

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The future of work

Flexible employing organisations:

• Need for strategic, vs cost reduction focus.

• Reliance on staffing agencies.

Flexible employees:

• Self-employed.

• Use of staffing agency.

• Maintain skills base.

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Terminating the relationship

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Terminating the relationship

Key aspects:

• Regulatory requirements.

• Exit interviews.

• Use of out-placement consultants.

• Effect on HR & other functions of the organisation.

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• HRIS, Internet, intranets & extranets

• Terminating the employment relationship

– Retrenchment

– Redundancy

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