hrm practices66888888888888888998899.ppt

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1. http://www.bized.co.uk
Copyright 2007 –Biz/ed
Human Resource
Management

2. http://www.bized.co.uk
Copyright 2007 –Biz/ed
Human Resources Management

3. http://www.bized.co.uk
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Recruitment

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Recruitment
•The process by which a job vacancy
is identified and potential employees
are notified.
•The nature of the recruitment process
is regulated and subject
to employment law.
•Main forms of recruitment through
advertising in newspapers, magazines,
trade papers and internal vacancy lists.

5. http://www.bized.co.uk
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Recruitment
•Job description–outline of the role
of the job holder
•Person specification–outline
of the skills and qualities required
of the post holder
•Applicants may demonstrate their
suitability through application form,
letter or curriculum vitae (CV)

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Selection

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Selection
•The process of assessing
candidates and appointing a post
holder
•Applicants short listed –
most suitable candidates selected
•Selection process –
varies according to organisation:

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Selection
•Interview–most common method
•Psychometric testing–assessing the
personality of the applicants –will they fit in?
•Aptitude testing–assessing the skills
of applicants
•In-tray exercise–activity based around what
the applicant will be doing, e.g. writing a letter
to a disgruntled customer
•Presentation–looking for different skills
as well as the ideas of the candidate

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Employment Legislation

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Employment Legislation
•Increasingly
important aspect
of the HRM role
•Wide range
of areas for
attention
•Adds to the cost
of the business
Even in a small business, the legislation
relating to employees is important –
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.

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Discrimination
•Crucial aspects
of employment
legislation:
–Race
–Gender
–Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.
Copyright: Mela, http://www.sxc.hu

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Discipline

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Discipline
•Firms cannot just ‘sack’ workers
•Wide range of procedures and steps
in dealing with workplace conflict
–Informal meetings
–Formal meetings
–Verbal warnings
–Written warnings
–Grievance procedures
–Working with external agencies

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Development

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Development
•Developing the employee
can be regarded as investing
in a valuable asset
–A source of motivation
–A source of helping the employee
fulfil potential

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Training

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Training
•Similar to development:
–Provides new skills for the employee
–Keeps the employee up to date
with changes in the field
–Aims to improve efficiency
–Can be external or ‘in-house’

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Rewards Systems

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Rewards Systems
•The system of pay and benefits
used by the firm to reward
workers
•Money not the only method
•Fringe benefits
•Flexibility at work
•Holidays, etc.

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Trade Unions

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Trade Unions
•Importance of building relationships
with employee representatives
•Role of Trade Unions has changed
•Importance of consultation
and negotiation and working
with trade unions
•Contributes to smooth change
management and leadership

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Productivity

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Productivity
•Measuring performance:
•How to value the workers contribution
•Difficulty in measuring some types of output –
especially in the service industry
•Appraisal
–Meant to be non-judgmental
–Involves the worker and a nominated appraiser
–Agreeing strengths, weaknesses and ways forward
to help both employee and organisation

24. http://www.bized.co.uk
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Human resources have been called
the “key ingredient to organizational
success and failure”(Baron and Kreps,
1999), including success and failure in
company innovation performance.
It is important to understand why
and how human capital encourages
innovation, and what deployment of
human resource management (HRM)
practices inside the firm can produce
desired levels of innovation
performance.

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•The human resource field is under constant
change due to several different forces. The
generation of workers is changing, leading to
new waves of young employees with different
expectations and needs than previous
generations.
•New company strategies and leadership
models are always being developed, which
require varying amounts of participation from
HR departments.

26. http://www.bized.co.uk
Copyright 2007 –Biz/ed
•Companies are focusing on a more
organic, flat organizational structure,
which puts new demands on
employee training.
•Faced with these changes, HR
departments must create innovate
ideas for new employees.

27. http://www.bized.co.uk
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Recruitment-one of the basic
functions of HR department. •In order to bring in the best employees,
HR departments should consider unusual
methods of advertising for the company
beyond the usual job boards and online
posts.
•Developing relationships with key
potential employees can be very
important, so social time is becoming a
more important aspect of HR recruiting,
from holding events to sending out
undercover recruiters to simply socialize
with potential candidates.
•Social media methods, like posting jobs
through sites like Twitter and Facebook,
are also useful.

28. http://www.bized.co.uk
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Retention
•Once the company hires employees, HR
departments often help keep the employees,
making sure they are satisfied and productive.
•Incentive help in this process, but more and
more HR leaders are creating innovative
incentives beyond mere insurance and
bonuses.
•The new incentive plans offer wellness
programs, stress release through work
activities, and a variety of entertainment and
relaxation options available at work.
•Vacation time is being replaced with discounts
at local stores, sponsored trips abroad, and
free electronic devices.

29. http://www.bized.co.uk
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Training
•Employee training is a vital part of new
employee management systems, where the
goal is to hire and keep an employee, training
them to constantly learn on the job and use
their own creativity within the company.
•Mentorship programs are becoming more
common at all levels of the business.
•HR departments are also beginning to
embrace new apprenticeship programs and
more organic appraisals that give employees
increasing responsibilities as they grow in
experience.

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Culture
•The company culture is composed of the
practices and attitudes that leaders
encourage throughout the organization.
•HR departments can help cement valuable
cultural practices by creating special events
for employees to participate in.
•Small ideas can make a big difference when
it comes to culture.
•Offering free energy drinks, allotted time
for physical exercise, awarding employees
for good communication or creativity and
many other options can help improve the
company culture.