HUMAN RESOURCE MANAGEMENTIntroductionHuman Resource StrategyHuman Resource PlanningRecruitment and SelectionTraining and DevelopmentPerformance ManagementCompensationEmployee BenefitsEmployee RelationsCareer Planning

HUMAN RESOURCES MANAGEMENT IS ALL ABOUT:GROUP EFFICIENCYINDIVIDUAL PERFORMANCEINDIVIDUALEFFECTIVENESSINDIVIDUAL EFFICIENCYDoing things the right wayDoing the rightthings

Individual Performance Outputs of a high quality and quantityDoing things the right way:Executing a task correctlyDoing more than the standardRendering outputs of high quality and quantityRestricting wastage and interruptionsDoing the right things:Involvement in goals set for work groups and organisationPositive attitudeHigh moraleInnovation

HR Predictions for 2008: Definition of jobsOrganisations will not pay for the value of the job but for the value of the personVersatility will be a key factor in determining employee valueCompensation systems will be linked to business outcomesAll jobs will require higher levels of computer skillsPositions will be organised in teams focused on a taskPositions will be defined by competencies needed to be performed(Grobler et al, 2006)

HRM Issues and Challenges Worker productivityQuality improvementDownsizing, delayering, decruitingChanging workforceGlobalisationImpact of legislationQuality of working life (QWL)Technology and trainingHIV Aids

Human Resource StrategyA strategic approach to HRM:recognises impact of external environmentrecognises impact of competitionrecognises impact of labour market dynamicsa long range focus (3 5 years)focuses on choice and decision-makingconsiders all personnelis integrated with overall corporate strategy

Strategic Human Resource ManagementStrategic Human Resource ManagementThe process by which managers design the components of a human resource system to be consistent with each other, with other elements of organizational structure, and with the organizations strategy and goals.The objective of strategic HRM is the development of an HRM system that enhances the organizations efficiency, quality, innovation, and responsiveness to customers.

Human Resource Planning

HRP as part of strategic organisational planningThe impact of good HRPSteps in the planning processForecasting demandEstimating supply skills inventories

Components of a Human Resource Management System

Recruitment and Selection

Factors that influence recruitmentRecruitment sourcesRecruitment methodsLegal considerationsFactors that influence the selection decisionSelection ProcessEmployment testsChecks

The Recruitment and Selection System

Training and DevelopmentTrainingDevelopmentStrategic Training Approaches:Traditional training vs Virtual Training3 principles of VT:Employees are responsible for their growthMost powerful learning takes place on the jobImproved performance hinges on the relationship between manager and employee

Performance Management

Purpose of Performance ManagementPerformance EvaluationLegal considerationsPerformance management and QA:if the system itself prevents good work, individuals will not be able to improve their performance, even if they want to (Deming)

CompensationWhy compensation?Factors influencing compensationElements of total compensationJob hierarchies evaluation systemsTenets of dynamic compensation:Pay is a people issuePay is a communication toolPay must support vision, values, strategiesPay must be aligned to a work cultureNo single pay strategy is right for everyone

Employee BenefitsTypes of benefits mandatory voluntaryBenefit planning

Employee RelationsAddresses the employer-employee relationshipThree parties in this relationship-directly employee and employerindirectly the stateRights of workersRights of management

Career PlanningBy the individual:An individual sets career goals and identifies the means to achieve themBy the organisation: (HR Planning)Recruitment and SelectionGrooming people for postsCareer Development

AssignmentCase Study5 questions

Examination QuestionsHRM professional will need to focus on the creation of value for the organisation.

With reference to this, discuss the current issues and challenges facing Human Resource Managers in contemporary business organisations.Critically discuss the factors influencing human resource recruitment and selection policies within an organisation.

Examination QuestionsInstructional Systems Design (ISD) is the basis for the most commonly used training and development process used within organisations.Discuss the five phases of a training process based on ISD.

Examination QuestionsDiscuss compensation as a human resource practice under the following headings:4.1The nature of compensation (5)4.2Factors influencing the determination of compensation (14)4.3Job-based compensation structures (6)

Critically discuss the following statement:Performance appraisal is the human resource function most often criticised and whose systems carry the greatest risk of either failing, falling into disuse or degenerating towards a meaningless, paperwork exercise.

Examination QuestionsDefine the concept employment relations(4)Describe the parties involved in employment relations and their roles, rights and duties(12)Discuss the approaches to employment relations(9)