Human Resources Management A management of a workforce or human resources Purposes Personnel Departments Bureaucratic Focusing on Recruitment Reluctant to give roles Not represented What HRM Really Do Planning Workforce Needs Recruiting and Selecting Developing Preparing Contracts Involving Managers in the Development Morale and Welfare Improvement Pay Systems Monitoring Planning the Workforce Needs of the Business The Number of Staffs Required Forecast of Demand for the Firms Product Productivity Levels of Staffs Objective of the Business Changes In Law Labor Turnover and Absenteeism The Skills of the Staff Required The Pace of Technological Change The Need of Flexible and Multi-Skilled Staffs Recruiting and Selecting Staffs 1. Drawing Up a Job Description 2. Drawing Up a Person Specification A Detailed list of the qualities, skills and qualifications that a successful applicant will need to have 3. Job Advertisement Internal External Internal Within the business itself Benefits Applicants may already been known to the selection team Applicants will already know the organization and internal methods Culture of the organization will be well understood Quicker Cheaper Gives internal staffs chances Staff will not have to get used to new style of management approach if vacancy is a senior post External Through Newspaper, Recruitment Agencies, Government Job Centers Benefits New Ideas brought to the company Wide range of choices Avoid resentment Higher standard of applicant 4. Conducting Interviews To see if the applicants suit the organization 7-Point Plan: Achievements Achievements Skills Skills Intelligence Intelligence Interest Interest Manner Manner Physical Appearance Physical Appearance Personal Circumstances Personal Circumstances Training, Developing and Appraising Staff Introduction Training On-the-Job Training GGGGiven at the work place BBBBy HR managers/ training officers CCCCheaper CCCControlled Off the Job Training SSSSpecialist training center OOOOrganized by outside body EEEExpensive Development New Challenges Opportunities Additional Training (Courses) Appraisal As a motivation (Herzbergs Theory) Held Annually Managers Involvement in developing staffs Drawing Up Contracts of Employment Stating: Responsibilities Working Hours Rate of Pay Holiday Discipline and Dismissal of Employees Unfair Dismissal Pregnancy Discrimination Member of Union Un-relevant criminal record Fair Dismissal Unable to do the job Bad behavior Ignore health & safety issues Vandalism Bullying Staff Redundancies When we Dismissed employee because we no longer need their service Employee Welfare Give support and counseling to employees; Morale Booster Loyal Employment Contract Temporary Contract: Fixed Period of Time Part-Time Contract: Less than the normal working hour Flexi-Time: Flexible (can be called any time) Outsourcing: The use of agency to recruit workers ADVANTAGES o Reduce cost o Employees Substitutes o Assess efficiency before giving contract o Smaller office FirmWorker o Ideal contract (for some people) o Gets 2 jobs DISADVANTAGES FirmWorker o More staff to manage o Less Communication o Not really motivated o Earning less o Lower rate payment o Low job Security Types of Human Resources Management Hard HRM Focuses on: Cutting Cost Deciding Contract Offering Maximum Flexibility with Low training Cost Soft HRM Focuses on: Developing Staff