LECTURE OUTLINE• Establishing the employment relationship • Maintaining the employment relationship • HRIS, Internet, intranets & extranets • Terminating the employment relationship... T
Trang 1CHAPTER 11
HUMAN RESOURCE
MANAGEMENT
Trang 2LECTURE OUTLINE
• Establishing the employment relationship
• Maintaining the employment relationship
• HRIS, Internet, intranets & extranets
• Terminating the employment relationship
Trang 3The HRM framework
Those management functions
concerned with attracting, maintaining and developing people in the
employment relationship.
Trang 4The HRM framework
HRM functions
Identifying HR needs
Attracting human resources
Maintaining human resources
Trang 5The 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.
Trang 6• Increasing reliance on civil law processes.
• Growth of regulation relating to human rights,
discrimination, EEO, OH&S, environmental matters.
Trang 7Establishing the employment
Trang 8Establishing the employment
relationship
Human resource planning
Determining future human resource needs in relation to an organisation’s business
objectives or strategic plan.
Trang 9Establishing 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.
Trang 10Establishing the employment
• Training & development
• Job design & redesign.
Trang 11Establishing the employment
relationship
Job analysis-methods
• For existing jobs, interviews with employees.
• Interviews with supervisors.
• Observation.
• Combination, interviews & observation.
• Structured questionnaires.
Trang 12Establishing the employment
Trang 133 Objectives
Maximising the pool of applicants
at minimum cost.
Maximising the pool of applicants
at minimum cost.
Attracting suitably qualified &
Attracting suitably qualified &
Trang 14Establishing the employment relationship Methods of recruitment
Executive recruitment
(‘head hunters’)
Executive recruitment
(‘head hunters’)
Trang 15Establishing the employment
Trang 16Establishing 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
Trang 17Maintaining the relationship
Trang 18Maintaining the relationship
Remuneration & benefits:
• Linked to job analysis
• Governed by regulatory framework
• Internal pay equity
• External pay equity
Trang 19Maintaining the relationship
Training & development:
Choices:
– Buy skills, build them, or a mixed approach.
Strategic rationales for training:
– Proactive
– Reactive
– Enhancement of employee motivation,
Trang 20Maintaining the relationship
Trang 21Maintaining the relationship
Performance appraisal
Performance appraisal
360o feedback — non-hierarchical method
non-hierarchical method
Trang 22HRIS, Internet, Intranets &
Trang 23HRIS, 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
Trang 24The 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
Trang 25The 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.
Trang 26Terminating the relationship
Trang 27Terminating the relationship
Key aspects:
• Regulatory requirements.
• Exit interviews.
• Use of out-placement consultants.
• Effect on HR & other functions of the organisation.
Trang 29• HRIS, Internet, intranets & extranets
• Terminating the employment relationship
– Retrenchment
– Redundancy