.

Welcome To The Presentation

Title

An Assignment onHuman Resource Management of a

Fish Processing Industry

Introduction

Human resource management is a function in organizations designed to maximize employee performance in service of on employer’s strategic objectives. Human Resource Management (HRM) is a relatively new approach to managing people in any organization. People are considered the key resource in this approach.

ObjectivesTo ensure effective utilization of human resourcesTo establish and maintain an adequate organizational structureTo generate maximum development of human resources To ensure respect for human beingsTo ensure reconciliation of individualTo identify and satisfy the needs of individuals

ImportamceIt supplies skilled workers through scientific selection processIt ensures maximum benefitIt motivates workers and upgrades themIt prepares workers according to the changing needs of industry and environmentIt helps in reducing casts and helps in increasing productivity.

Key ComponentsManpower PlanningRecruitmentPerformance ManagementTraining and DevelopmentStaff Relations

Manpower Planning Manpower planning enables an industry to project its short to long term needs on the basis of its departmental plans so that it can adjust its manpower requirements to meet changing priorities.

Key Components:Succession PlanningTurnover: - External factors - Internal factors

Continued…

RecruitmentRecruitment refers to the overall process of attracting, selecting and appointing suitable candidates for job within an organization. Recruitment advertisements contain the following element-The job title heading and location.An explanatory paragraph.A description of the position.Entry qualifications.The remuneration package.

Continued…Key Components:Appointment: -Terms of appointment - Guidance of appointmentSelection procedure - Advertising - Screening and selection - Roles and Responsibilities - FlexibilityProbation - On the Job Training - Supervision and Guidance

Performance ManagementPerformance management is very important to improve overall productivity and effectiveness by maximizing performance and potential.

Key Component:MotivationPerformance AppraisalPromotion Guidance and SupervisionAddressing poor Performance

Continued…Motivation:Motivation is in many ways the key to the success of human resource management development. Managers should aim to increase performance through self motivation. Some of the most effective ways for managers to motivate staff include-Giving PriceRecognitionPositive Feedback

Continued…Performance Appraisal:Performance appraisal assesses an individual’s performance against previously agreed work objectives. Two functions are-Identify strengths and overcome weaknessCompare performance and potential

Promotion:Promotion denotes that an individual has the competencies i.e. skills, abilities, knowledge and attitudes. The principle of merit or the best person for the job is key-to promotion.

Continued…Guidance and Supervision:Day to day guidance and supervision is necessary to provide direction and feedback to staff.Staff should not have to wait until formal performance review or appraisal for feedback.It should focus on good and bad performance.Immediate feedback has much more impact than feedback given several weeks or month later.Staff should be in no doubt what action feedback covers.Feedback should focus on overcoming difficulties.

Continued…Addressing Poor Performance:Poor performance need to be appropriately handled to ensure they will not persist in their adverse performance and will give off their best to the civil service.Staff should be told the areas where they need to improve and how this should be achieved.If staffs do not respond to counseling their poor performance will be indicated in their annual appraisal.

Training and DevelopmentTraining is the art of increase the knowledge and skills of an employee for doing a particular job. Training may be defined as a planned program designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behavior of employees.Characteristics of Training:Increase knowledge and skills for doing the job.Bridges the gap between jobs needs and employee skills, knowledge and behavior.Job oriented process, vocational in nature.Short term activity designed essentially for operatives.

Continued…Types of TrainingSkills TrainingRefresher TrainingCross-Functional TrainingTeam TrainingCreative TrainingDiversity TrainingLiteracy trainingOrientation Training

Continued…Importance of Training:To the Industries: Very effective in decision making and problem solving.Improve the morale of the workforce.Helps people identify industry’s goal.Helps employees to adjust to change.To the EmployeesImprove inter personnel skills.Improve morals.Builds cohesiveness in groups.Increase job satisfaction and recognition.Helps in eliminating fear of attempting new tasks.Helps to handle stress, tension, frustration and conflict.

Continued…For Personnel and Human Relation:Improve inter personnel skills.Improve morals.Builds cohesiveness in groups.

Development:It refers broadly to the nature and direction of change induced in employees, particularly managerial personnel, through the process of training and education.

Development is to provide knowledge and understanding that will enable people to carry out non technical organizational functions more effectively such as problem solving, decision making and relating to people.

Staff RelationsThe term staff relation refers to an industry's efforts to manage relationships between employers and employees. Staff relations cover-

Securing staff commitmentDispute ResolutionAddressing GrievancesWelfare

Continued…Securing Staff Commitment:Consultation:Governments policy is that the staffs should be consulted on all significant changes to terms and conditions. At the central level, there are four staff consultative councils. These areThe senior civil service councilThe model scale one staff consultative councilPolice force councilDisciplined services consultative council

Continued…Communication:Through communication, management helps staffs to understand the mission, objectives and values of the sector. Communication is for releasing staffs ideas, energy and ambitions.The message they intend to sendWho they need to communicate withThe most effective form of communicating this particular messageHow the audience would be likely to receieve message.

Continued…Recognition:Pay increasing, promotion and job extension, recognition is a good way to motivate staffs. The following schemes helps to motivate staffs:CommendationLong Service Travel AwardsLong and Meritorious Service AwardRetirement SouveniorsHonours and AwardsStaff Suggetions SchemeStaff Motivation Scheme

Continued…Dispute Resolution:Disputes between management and staff should be avoided if possible by prompt and constructive discussion between two sides.Addressing Grievances:The Government operates an open and fair system to deal with compliants and appeals from staffs. Compliants should be expeditiously deal with. In particular, government is committed to providing an working environment which is free from sexual harassment for staffs.

Continued…Welfare:As a good employers, the Government considers it important to provide welfare and recreational facilities to staff in maintaining staff morale, enhancing their loyality. The following schemes can help to achieve this:Staff Welfare FundStaff Relief FundStaff Recreation FundStaff Recreation ClubHoliday Bunglows

Management Information SystemManpower Planning:Turnover by rank or grade and reasonGrowth of ranksExistence of a manpower planExistence of a succession planStaff leaving during probation

Continued…

Training and DevelopmentTraining need analysisNumber of training days per staff per yearExistence of a training planNumber of career development interviews

Continued…Staff Relations:Days lost through industrial actionNumber of staff complaintsNumber of suggestions by staffNumber of meetings held

Management information will not always be statistically quantifiable and measurable data, but it should be as objective as possible and based on observable quantifiable measures wherever possible.

ConclusionHuman Resource Management of a fish processing industry is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization and those of the individuals.

.

THANKS TO ALL