Contents
Human Resource Management
Rationale
Human Resource Management (HRM) is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.
HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall.
The field also encompasses the sometimes arcane details of what is traditionally referred to as personnel management. Personnel management as a term describes those activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. In many locales, these activities can require a considerable amount of regulatory knowledge and effort, and many enterprises can benefit from the recruitment and development of personnel with these specific skills.
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The course has been scheduled over one semester. Emphasizes the functions of human rescue management including job analysis, human resources planning, legal issues, staffing (recruitment, screening, and selection), training, performance appraisal and discipline, job design, work teams, and incentive systems. The
objective of this course is to familiarize the student
with the basic concepts and practices of Human Resource
Management. At the end of this course the student will
be able to implement this knowledge in an organization's
especially in the following areas:
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Today's Videos
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Teaching and Learning Resources
An Introduction to Human Resource Management, The Foundation and Challenges of Human Resource Management, A Global Perspective of Human Resources. Workforce Diversity
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Human Resource Forecasting and Planning
Tutorials
| Human Resource Forecasting and Planning |  |
Readings
Forecasting is the process of estimation in unknown situations. Prediction is a similar, but more general term, and usually refers to estimation of time series, cross-sectional or longitudinal data. Forecasting is commonly used in discussion of time-series data.[1] The main source of information about forecasting on the internet is the Forecasting Principles site, forecastingprinciples.com. Forecasting Principles summarizes all useful knowledge about forecasting for researchers, practitioners, and educators. It is provided as a public service by the International Institute of Forecasters. The Institute publishes the journals International Journal of Forecasting and Foresight, and organizes International Symposia on Forecasting and forecasting workshops. |
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- The International Institute of Forecasters
- Forecasting Principles: "Evidence-based forecasting"
- Long-Range Forecasting: "The accumulated wisdom of ages... about forecasting methods"
- Principles of Forecasting Handbook
- http://www.statsoft.com/textbook/sttimser.html
- Forecasting and Planning Human Resources for Information Technology
- People Management Practice, "The Way Forward"
- Managing human resources within extension
- Human Resource Directors Partnership Model and Process
Regulatory Challenges, The Law and Human Resource Management
Tutorials
| Regulatory Challenges | |
| The Law and Human Resource Management | |
| Sexual Harassment in the Workplace | |
Readings
Labour Law (American English: labor) or employment law is the body of laws, administrative rulings, and precedents which addresses the legal rights of, and restrictions on, workers and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In some countries (such as Canada), employment laws related to unionised workplaces are differentiated from those relating to particular individuals. In most countries however, no such distinction is made. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries.
- Important issues in labour law
- By location
- References
British
Labour Law is that body of law
which regulates the rights, restrictions obligations of trade
unions, workers and employers in the United
Kingdom. For information on the same subject outside the
British context, see the labour
and employment law article.
Job Analysis, Designing Work
Tutorials
| Employment Planning and Job Analysis | |
| Job Analysis and Description | |
| Job Analysis | |
| Designing Work | |
Readings
Job Analysis refers to various methodologies for analyzing the requirements of a job.
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Extenal links |
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Employee Recruitment. Equal Employment Opportunity, Employee Selection
Tutorials
| Recruiting Employees | |
| Employee Recruitment | |
| Recruiting | |
| Equal Employment Opportunity | |
| Foundations of Selection | |
| Employee Screening | |
| Employee Selection/Staffing | |
| Employee Selection | |
| Employee Rights | |
Readings
Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.
In some countries, such as the United States, it is legally mandated to lead to equal opportunity.
The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function. This applies particularly in filling positions in the military or in expanding the human resource base of a cult.
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Head-hunting is a frequently used name when referring to third party recruiters, but there are significant differences. In general, a company would employ a head-hunter when the normal recruitment efforts have failed to provide a viable candidate for the job. Head-hunters are generally more aggressive than in-house recruiters and will use, advanced sales techniques such as initially posing as clients to gather names of employees and their positions, personal visits to the candidates office and will purchase expensives lists of names and job titles. They also prepare a candidate for the interview, negotiate salary, and conduct closure to the search. In general, in house recruiters will do their best to attract candidates for specific jobs while head-hunters will actively seek them out, utilizing large databases, internet strategies, purchasing company directories or lists of candidates, networking, and often cold calling. Many companies go to great efforts to make it difficult for head-hunters to locate their employees. Third party recruitment firms are usually distinguished by the method in which they bill a company. Outside recruitment agencies charge a placement fee when the candidate they recruited has accepted a job with the company that has agreed to pay the fee. Fees of these agencies generally range from a straight contingency fee to a fully retained service which is similar to placing an attorney on retainer. All recruitment agencies are defined by the placement of a candidate to a particular job within a company. |
- Impressment, shanghaiing
- E-Recruitment
- Military recruitment, counter-recruitment
- Proselytisation
- Pyramid scheme
- Recruitment process outsourcing
- Management
- Business
- Firing
- Recruiting (athletics)
Equal Opportunity is a descriptive term for an approach intended to provide a certain social environment in which ensure people are not excluded from the activities of society, such as education, employment, or health care, on the basis of immutable traits. Equal opportunity practices include measures taken by organizations to ensure fairness in the employment process.
- Asset-based egalitarianism
- Equal Opportunity Employment
- Universal access
- Centre for Equal Opportunities and Opposition to Racism (Belgium)
- Commission for Racial Equality (UK)
- Disability Rights Commission (UK)
- Equal Employment Opportunity Commission (US)
- Equal Opportunities Commission (UK) - gender equality
- Human Rights and Equal Opportunity Commission (Australia)
- Office of Fair Housing and Equal Opportunity (US)
- New Brunswick Equal Opportunity program
- U.S. Commission on Civil Rights
Interview Process for International Candidates. Performance Appraisal and Performance Management
Tutorials
| Interview Process for International Candidates | |
| Socializing, Orienting, and Developing Employees | |
| Evaluating Employee Performance | |
| Performance Appraisal and Performance Management | |
| Performance Appraisal | |
Readings
Job Interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm.
One phase of the annual performance management cycle is performance appraisal, the process of reviewing employee performance, setting new performance objectives, documenting the review, and delivering the review verbally in a face-to-face meeting. Performance appraisal has been around for hundreds of years, as it is only human nature to evaluate fellow colleagues.
Performance appraisals are also effective and useful during the beginning period of employment at set intervals or when an employee changes job duties. Suggested time periods include three and six month appraisals during this time the employee is learning the expectations of the job and the company.
Annual performance reviews are typically intended to:
Good performance management assumes that the performance appraisal does not introduce new ideas to the employee. Effective management requires timely feedback to an employee - not 9 months after an event occurs. A performance appraisal should be a recap of the time period for which the review is based. Although performance appraisal can highlight the above issues for an organisation, it can also be viewed by employees as something that may harm their position or job security. Therefore a distrustful and adverse relationship may form between manager and employee which could be detrimental to the overall performance of the organisation. There are vendors which provide software to automate the process. For example: Vurv Express [1] and performance-appraisals.co.uk [2] and in Australia; Odin Consulting [3] |
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See also appraisal.
- Measuring performance
- Models of feedback
- Human resources
- Why use performance appraisal?
- The
6 steps in performing evaluations
- Establish performance standards for each position and the criteria for evaluation
- Establish performance evaluation policies on when to rate, how often to rate and who should rate
- Have raters gather data on employee performance
- Have raters (and employees in some systems) evaluate employees’ performance
- Management by objectives
- Discuss the evaluation with the employee
- Make decisions and file the evaluation
- References
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International
Perspectives on Organizational Behavior and Human Resource
Management Check the availability and buy your books from our Bookshop. |
Employee Training and Management Development. Training and Development. Internal Staffing and Career Management
Tutorials
| Managing Careers | |
| Employee Training and Management Development | |
| Training and Development | |
| Internal Staffing and Career Management. | |
Readings
Training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills. It forms the core of apprenticeships and provides the backbone of content at technical colleges and polytechnics. Today it is often referred to as professional development.
Physical training is more mechanistic: planned suites of regimes develop specific skills or muscles with a view to peaking at a particular time. A specialized field of training often used in sports is autogenic training. Another type of training is fartlek training which is a flexible training type which can be adapted to suit almost any athlete.
Training & Development is the field concerned with workplace learning to improve performance. Such training can be generally categorized as on-the-job or off-the-job. On-the-job describes training that is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-job training is usually most effective for vocational work. Off-the-job training takes place away from normal work situation which means that the employee is not regarded as productive worker when training is taking place. An advantage of off-the-job training is that it allows people to get away from work and totally concentrate on the training being given. This is most effective for training concepts and ideas.
In military use, training means gaining the physical ability to perform and survive in combat, and learning the many skills needed in a time of war. These include how to use a variety of weapons, outdoor survival skills, and how to survive capture by the enemy, among others. See military education and training.
In religious and spiritual use, training means purifying mind, heart, understanding and actions to obtain a variety of spiritual goals such as closeness to God or freedom from suffering. Typical of institutionalized spiritual trainings is the Buddhist Threefold Training. Training differs from exercise because while exercise may be a one of occasional activity for fun,Training is specific and you do it to improve your capability of whatever you are training for.
See also
Staffing is the practice of finding, evaluating, and establishing a working relationship with future colleagues on a project and firing them when they are no longer needed. Staffing involves finding people, who may be hired or already working for the company (organization) or may be working for competing companies.
In knowledge economies, where talent becomes the new capital, this discipline takes on added significance to help organizations achieve a competitive advantage in each of their marketplaces. "Staffing" can also refer to the industry and/or type of company that provides the functions described in the previous definition for a price. A staffing company may offer a variety of services, including temporary help, permanent placement, temporary-to-permanent placement, long-term and contract help, managed services (often called outsourcing), training, human resources consulting, and PEO arrangements (Professional Employer Organization), in which a staffing firm assumes responsibility for payroll, benefits, and other human resource functions. |
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The term "staffing company" has replaced the term "temporary service".
Compensation Systems, Benefits
Tutorials
| Establishing rewards and pay plans | |
| Compensation Systems | |
| Employee Benefits | |
| Benefits | |
| Compensation | |
Readings
In a company, payroll is the sum of all financial records of salaries, wages, bonuses, and deductions.
Employee Benefits and (especially in British English) benefits in kind (also called fringe benefits, perquisites, or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries. Where an employee exchanges (cash) wages for some other form of benefit, this is generally referred to as a 'salary sacrifice' arrangement. In most countries, most kinds of employee benefits are taxable to at least some degree.
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Fringe benefits can also include, but are not limited to the following: (employer-provided or employer-paid) housing, group insurance (health, dental, life etc.), income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid (esp. teaching) and non-paid), social security, profit sharing, funding of education and other specialized benefits.The purpose of the benefits is to increase the economic security of employees. The term perks is often used colloquially to refer to those benefits of a more discretionary nature. Often, perks are given to employees who are doing notably well and/or have seniority. Common perks are company cars, hotel stays, free refreshments, leisure activities on work time (golf, etc.), stationery, allowances for lunch, and – when multiple choices exist – first choice of such things as job assignments and vacation scheduling. They may also be given first chance at job promotions when vacancies exist. |
Health and Safety
Tutorials
| Safety and Health Programs | |
| Health and Safety | |
Readings
The Health and Safety Executive (HSE), reporting to the Health and Safety Commission, is the British government body responsible for the regulation of risks to health and safety in the UK. It was created as a result of the Health and Safety at Work, etc, Act 1974, and has since absorbed earlier regulatory bodies such as the Factory Inspectorate and the Railway Inspectorate (though the latter was transferred to the Office of Rail Regulation in April 2006. Governmentally, the HSE forms part of the Department of Work and Pensions. As part of its work HSE investigates industrial accidents, such as the high profile explosion and fire at Buncefield in 2005.
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In
October 2006, the HSE launched its Better Backs campaign, using a fictional rockband External links |
Effective HRM Communications. Employee Relations and Labour Unions. Discipline and Counseling
Tutorials
| Effective HRM Communications | |
| Employee Relations and Labour Unions | |
| Labor Relations and Collective Bargaining | |
| Discipline and Counseling | |
Readings
Activity
Activities
Exercise: Models of Personnel Management
Recommended Texts
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Human Resource Management - Gaining a Competitive Advantage, 3/e Resources
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Understanding and Managing Organisational Behavior
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Resources
