Human Resource Management
اسلاید 1: Human Resource Management
اسلاید 2: Human Resources Management
اسلاید 3: Recruitment
اسلاید 4: RecruitmentThe process by which a job vacancy is identified and potential employees are notified.The nature of the recruitment process is regulated and subject to employment law.Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
اسلاید 5: RecruitmentJob description – outline of the role of the job holderPerson specification – outline of the skills and qualities required of the post holderApplicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
اسلاید 6: Selection
اسلاید 7: SelectionThe process of assessing candidates and appointing a post holderApplicants short listed – most suitable candidates selectedSelection process – varies according to organisation:
اسلاید 8: SelectionInterview – most common methodPsychometric testing – assessing the personality of the applicants – will they fit in?Aptitude testing – assessing the skills of applicantsIn-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customerPresentation – looking for different skills as well as the ideas of the candidate
اسلاید 9: Employment Legislation
اسلاید 10: Employment LegislationIncreasingly important aspect of the HRM roleWide range of areas for attentionAdds to the cost of the businessEven in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
اسلاید 11: DiscriminationCrucial aspects of employment legislation:RaceGenderDisabilityDisability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.Copyright: Mela, http://www.sxc.hu
اسلاید 12: Discipline
اسلاید 13: DisciplineFirms cannot just ‘sack’ workersWide range of procedures and steps in dealing with workplace conflictInformal meetingsFormal meetingsVerbal warningsWritten warningsGrievance proceduresWorking with external agencies
اسلاید 14: Development
اسلاید 15: DevelopmentDeveloping the employee can be regarded as investing in a valuable assetA source of motivationA source of helping the employee fulfil potential
اسلاید 16: Training
اسلاید 17: TrainingSimilar to development:Provides new skills for the employeeKeeps the employee up to date with changes in the fieldAims to improve efficiencyCan be external or ‘in-house’
اسلاید 18: Rewards Systems
اسلاید 19: Rewards SystemsThe system of pay and benefits used by the firm to reward workersMoney not the only methodFringe benefitsFlexibility at workHolidays, etc.
اسلاید 20: Trade Unions
اسلاید 21: Trade UnionsImportance of building relationships with employee representativesRole of Trade Unions has changedImportance of consultation and negotiation and working with trade unionsContributes to smooth change management and leadership
اسلاید 22: Productivity
اسلاید 23: ProductivityMeasuring performance:How to value the workers contributionDifficulty in measuring some types of output – especially in the service industryAppraisalMeant to be non-judgmentalInvolves the worker and a nominated appraiserAgreeing strengths, weaknesses and ways forward to help both employee and organisatio
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