Human Resource Management

Human Resource Management
Introduction
• Human resource management(HRM) plays a vital
role for all employees and potential employees.
• It enables the business to recruit, train and retain
the right people, so that the organisation’s goals
are achieved.
• HRM recognises that the people who work in an
organisation are its most important assets, in
that organisation’s success is dependent on their
performance.
Functions of the HRM Office
Recruitment
• This is the process of searching for, attracting and
selecting candidates for a job or jobs.
• A position may become vacant for reasons that
include:
 Growth or diversification in the company
 Current employee may have been promoted or
transferred
 The employee who held the position has retired,
dismissed, resigned or may have died
Steps in the recruitment process
Carry out a needs
analysis to establish
that a job exists
Draw up a job
description and a job
specification
Advertise the post
Create a shortlist
Interview and appoint

the most suitable
candidate
Needs Analysis
• This helps to identify whether someone new is really
needed to fill a vacant position.
• A needs analysis is done by investigating:
 what jobs must be done
What is done to perform each job
How and why it is done
The type and level of knowledge and skills needed to
perform each job
The physical demands and environmental conditions of
each job
Job description
• Lists the duties and tasks that must be done in
a job. It summarises the key facts relating to
the job including the job title, the person
responsible for the job holder and the main
duties and responsibilities.
• It is used to plan the workforce needs of an
organisation, advertise for prospective
employees, identify the skill levels and
qualifications required.
Job Description
• Title
• Accountability
• Responsibility
• Location
• Purpose of the job
• Main duties
• Equipment
• Terms of Employment
Job Specification
• Outlines the human characteristics needed for
the position.
• It identifies the knowledge, skills, abilities,
attitudes and experience needed for an
applicant to successfully complete the duties.
Job Specification
• Essential attributes: skills, knowledge and
attitudes that are absolutely necessary for the
job
• Desirable attributes: additional attributes that
will enhance job performance
• Contra-indicators: attributes that will hinder
job performance
Advertise the Post
• Most job advertisements contain the following information:
• A description of the company or its company’s objectives
• The purpose of the job
• Area of specialization and duties
• Minimum qualifications
• Selection criteria
• Salary range or a statement to indicate that salary will be
commensurate with qualifications
• The starting date
• Deadline for receipt of applications
Shortlisting
• This means reducing the applications to a
selected few for interview. This is necessary
because businesses cannot interview every
applicant but they want to select the best.
• Rejected applications may be placed in a
holding file for future reference or they may
be discarded.
Criteria for shortlisting applicants for a job
Good CV and
Work letter of
experience application
Literacy skills
Numeracy
skills
Academic
qualifications Contribution
References to community
activities
Conducting interviews
• An interview schedule is prepared in
collaboration with the department that
requested staff.
• The date of the interviews, the room in which
they are to be held and the members of the
interviewing panel must be identified.
• Candidates are contacted by letter, telephone
or both and invited to attend an interview on a
specific date, time and location.
Purposes of Interviews
• An opportunity to assess candidates face-to-face
• Allows panel members to question the candidate
in detail about his/her background and skills to
determine whether he/she will fit in with
colleagues and be an asset to the organisation
• Assess the personal values, character and oral
communication skills of the candidate
• Affords the candidate an opportunity to ask
questions about the job and its requirements
HR Functions that relate to
existing staff
Induction
• The process of introducing new employees in the
organisation, providing guidance and support to
adjust or acclimatise to their jobs and working
conditions
• As part of the induction process the employee will
be given general information about the rules and
practices of the organisation. This may include
employee handbook, a copy of the job description,
organisation charts showing positions
Persons involved in the induction process
• The HR manager
• Line manager or supervisor of the department
• Health and Safety Officer
• Trade union representative
Deployment
• This is the transferral or moving of an employee
to another position in the company.
• This often coincides with a restructuring of
departments and functions within the company.
• Effective deployment improves worker
performance, as employees are assigned jobs for
which they are best suited.
• It supports the ongoing improvement of work
practices, thereby increasing efficiency.
Appraisal
• The basic purpose of appraisal is to review the
worker’s performance against preset goals
• It also a two-way process, as it gives the
employee the opportunity to discuss the job
content and talk about future career plans
• The outcome of the appraisal will determine
the next step – whether the employee should
stay or be dismissed.
Training
• The objective of training employees is to provide the
company with the most efficient workforce possible.
• Training can be ‘on the job’ or ‘off the job’
• ‘on the job’ training usually occurs when the job
requires a variety of skills. It may involve another
employee assisting the new recruit
• ‘off the job’ training may involve a recruit being sent
away to an external training site – for a week, a month
or even longer – in order to learn a specialist skill
Staff Welfare
• Involves all the activities associated with
producing an environment that protects,
promotes and supports the health and well-
being of the workers in an organisation.
• The human resources(HR) department must
liaise with all other departments to ensure the
best possible work conditions for employees
Staff Welfare
• Amenities
• Safe work conditions
• Physical, emotional and mental well-being
• Working hours and rest period
• Non-discrimination, gender equality, equal
treatment
Disciplinary Procedures
• HR department may need to discipline employees
on the following:
• Workplace disputes
• Poor performance
• Absence or unpunctuality
• Misuse of the organisation’s facilities
• Misuse of work time
• Harassment
• Gross Misconduct

Human Resource Management

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Human Resource Management

Advertise the post

Interview and appoint

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