Human resource management

• HRM


  Concerned with the management of people
• Functions of HRM


  Manpower planning

  recruitment and selection

  training and development

  Industrial relations

  performance appraisal

  rewarding employees
• Manpower plannning

  Forecast future demand- how many employees will be needed

  calculate existing supply- audit of existing employees

  recrute or redundancy- demand exceeds supply = recruit

  supply exceeds demand= redundancy
• Importance of manpower planning

  Sufficient workers

  saves money

  avoids being understaffed
• Recruitment and selection

  Finding/attracting best potential candidates with appropriate skills draw up a job description and person specification then advertise the position

  selection is usually by interviews
• Stages of recruitment and selection

  1 Prepare job description- purpose of the job, where the job fits into organisational structure and main responsibilities of the job, who reports to whom

  2 prepare person specification- set out qualifications, skills, experience and personal attributes that should be required. Refers to the person rather than the post

  3 decide how to recruit - internal/ external

  4 screen and interview
• Importance of recruitment and selection

  Saves time and money

  choosing the right person

  low labour turnover

  productivity
• Training and development

  Training- improving the employees ability to perform their job in an effective manner

  development- long term approach to encourage them to take on new challenges and realise their full potential. Focuses on career/ professional development. Helps employees self actualise
• Types of training

  Induction training

  on the job training

  off the job training
• Importance of training and development

  Skills

  flexibility

  time managment

  reduces conflict
• Industrial relations

  Promote and maintain positive industrial relations

  hr takes a proactive approach by attempting to maintain open communications and grievance procedures ( formal method of resolving workplace problems and complaints)
• Importance of good IR

  Improves morale

  productivity increases

  low labour turnover

  no industrial action

  delegation
• Ways to improve IR

  Regular open communication

  grievenave procedures

  train managers

  careful selection

  train employees
• Performance appraisal


  Process of evaluating the performance, progress, contribution and effectiveness of an employee. It ensures high performance standards.

  provides two way communication and feedback is given to the employee. Regular reviews are vital to this process.
• Importance of performance appraisal (business)

  Training

  promotion

  fiture pay rises and bonuses

  improves communication
• Importance of performance appraisal (employee)

  Promotional Paths

  feedback

  motivation

  industrial relations
• Rewarding employees

  Offering monetary and non monetary rewards for work well done. Can lead to motivated workforce. Can include wages, salaries, binuses, benefit in mind, pension plans, promotion, ect
• Methods of rewards ( financial rewards)

  Time rate

  piece rate

  benefit in kind

  profit sharing

  employee share owner ship sheme

  bonus

  commission
• Non financial rewards 


  Job enlargement

  job enrichmenf

  promotion

  flexitime

  job sharing
• Importance of rewards

  Increased sales and profits

  attracting suitable candidates

  increased job satisfaction
• Impact of remote working for pay and rewards 


  Payments and rewards may have to be altered to take into consideration the new work systems. Staff working from home may need to be provided with necessary equipment. Remuneration for electricity, internet and telephone costs

  pay scales and wages may need to be adjusted
• Working from home for training and development 


  Requires huge investments and facilitation of training systems. HR must organise training for staff who may have to change how and where they work. This may be die remotely which may cause difficulty and confusion for staff who are not physically present
• Working from home for IR


  Relationship may change as a results of no longer being g in the same facility. HR managers must ensure staff are communicated with regularly. Must also assists staff who may be having isolation difficulties.

  risk some employees mag not be as productive working remotely and may require more supervision