صفحه 1:
کات امس ات تا
Human Resource
Management
Copyright 2007 - Bizied
صفحه 2:
م .لع عاط نيديع // معط
Human Resources Management
صفحه 3:
کل سیسات تسا
Recruitment
eae oot
Advertising. joes,
2007 - Biz/ed
صفحه 4:
کات امس ات تا
Recruitment
* The process by which a job vacancy
is identified and potential employees
are notified.
۰ 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.
صفحه 5:
ا
Recruitment
» Job description - outline of the role
of the job holder
* Person specification - outline
of the skills and qualities required
of the post holder
* Applicants may demonstrate their
suitability through application form,
letter or curriculum vitae (CV)
صفحه 6:
Selection
صفحه 7:
کات امس ات تا
Selection
° The process of assessing
candidates and appointing a post
holder
° Applicants short listed -
most suitable candidates selected
° Selection process -
varies according to organisation:
صفحه 8:
ا سا تحت
Selection
° Interview - most common method
* Psychometric testing - assessing the
personality of the applicants - will they fit in?
* Aptitude testing - assessing the skills
of applicants
* In-tray exercise - activity based around what
the applicant will be doing, e.g. writing a letter
to a disgruntled customer
* Presentation - looking for different skills
as well as the ideas of the candidate
صفحه 9:
کات امس ات تا
Employment 6
سس سس سر
md Equal Opportunities
Discrimination.
29 Heath an 4
تحت
صفحه 10:
Employment Legislation
37
۰ ۵۳696
important aspect
of the HRM role
° Wide range
of areas for
attention
° Adds to the cost
relating to employees isimportarts of the business
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.
صفحه 11:
Discrimination
° Crucial aspects
of employment
legislation:
- Race
- Gender
~ Disability 1
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recrult disabled workers.
Copyright: Mela, http://www.sxc.hu
صفحه 12:
صححصحصصح
mee }
5
Grievance Procedures
/
Dismissal
=“ External A ACAS, Tribunals, EU أ
—.__\Biternal Agencies - ACAS, Tribunals, EU |
صفحه 13:
Discipline
° Firms cannot just ‘sack’ workers
° Wide range of procedures and steps
in dealing with workplace conflict
~ Informal meetings
~ Formal meetings
~ Verbal warnings
~ Written warnings
~ Grievance procedures
~ Working with external agencies
صفحه 14:
‘Opportunities
(Promotion
Personal Development
“—_.._\ Continuing Professional Development cro)
صفحه 15:
م .لع عاط نيديع // معط
Development
° Developing the employee
can be regarded as investing
in a valuable asset
- A source of motivation
- A source of helping the employee
fulfil potential
صفحه 16:
کات امس ات تا
Copyri
Training
صفحه 17:
کات امس ات تا
Training
° Similar to development:
- Provides new skills for the employee
- Keeps the employee up to date
with changes in the field
- Aims to improve efficiency
- Can be external or ‘in-house’
صفحه 18:
کات امس ات تا
Rewards Systems
صفحه 19:
کات امس ات تا
Rewards Systems
° The system of pay and benefits
used by the firm to reward workers
° Money not the only method
° Fringe benefits
° Flexibility at work
° Holidays, etc.
صفحه 20:
کات امس ات تا
Trade Unions
صفحه 21:
کات امس ات تا
Trade Unions
Importance of building relationships
with employee representatives
Role of Trade Unions has changed
Importance of consultation
and negotiation and working
with trade unions
Contributes to smooth change
management and leadership
صفحه 22:
کات امس ات تا
Productivity
صفحه 23:
Productivity
e Measuring performance:
° How to value the workers contribution
° Difficulty in measuring some types of output -
especially in the service industry
° Appraisal
- Meant to be non-judgmental
- Involves the worker and a nominated appraiser
- Agreeing strengths, weaknesses and ways forward
to help both employee and organisation