human resource management experience, competence and communication
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Human resource management Experience, competence
and communication
Svanhildur JónsdóttirOR nurse, B.Sc., MA Human resource management
Lecture topics
The ideology of Human resource management (HRM)
HRM in a technical environment experience, competence and communication
HRM in the work environment of an OR nurse
Employee appraisals as a tool in HRM
The ideology of HRM
Definition:
HRM covers everything relating to managing employees work and communication.
• Decision making• Communication• Goals
The ideology of HRM
The discussion revolves around whether HRM can give organizations a competitive advantage
Research shows that HRM does result in better performance for organizations in the form of:
• Reduced employee turnover• Sales increases• Increased profit• More productivity
HRM revolves around aligning the goals of the employee and the organization
The ideology of HRM
The role of the one in charge of HRM
The essence of HRM
Different emphasis in HRM
Michigan theory The emphasis on managerial behaviour and the management
process where the purpose is to maximise the utilisation of human resource
Harvard theory Emphasis on cherishing and developing employees not only to
maximize the utilization of employees Take into account organization culture, employees and
customers
The ideology of HRM
Hard HRMManagement is the main focus, how successful the organization is in creating methods to maximise the utilisation of human resources
Soft HRMEmphasis on experience, competence, motivation, job advancement and communication
The ideology of HRM
HRM revolves around helping organizations to succeed by:
• Building employee loyalty• Strengthening employee competence• Increasing employee independence at their work• Increasing job satisfaction• Encouraging the integration of work and personal life• Facilitating implementation of change
The ideology of HRM
Important aspects of HRM
The importance of the employee is acknowledged
Create a platform for innovation within organizations
Increase communication Define the performance of organizations
HRM in a technical environmentExperience, competence, communication
Experience
Well trained employees is the foundation of good performance and financial growth of organizations
HRM in a technical environmentExperience, competence, communication
Action-observation-reflection model
Experience
Experience Experience
ObservationWhat happened?
ReflectionWhat did you learn?
ActionWhat did you do?
HRM in a technical environmentExperience, competence, communication
Knowledge and experience are valuable information that can be used for decision making and performance
Explicit knowledge is tangible knowledge that can be documented and preserved with the organization
Tacit knowledge is subjective knowledge that is based on experience and is contained within each of us
HRM in a technical environmentExperience, competence, communication
Competence/qualification
Human resource is the essence that the success of organizations rests on
Scholars and managers in the work environment believe that success based development of employee competence is the biggest challenge in the field of human resource management in the next few years
HRM in a technical environmentExperience, competence, communication
Iceberg model
Competence
Knowledge
Self awarenessPersonal
qualitiesEnthusiasm
Hidden
Visible
HRM in a technical environmentExperience, competence, communication
Communication
Job satisfaction is linked to the quantity and quality of communication
Good communication is directly linked to performance
HRM in a technical environmentExperience, competence, communication
Results
Experience and employee competence are important factors in the long term success of organizations
Effective communication is a key factor in successful operations
HRM in the work environment of OR nurses
Job satisfaction
Challenging work
Continuous training
Specific feedback
HRM in the work environment of OR nurses
Employee advancement
Need analysis
Job performance
HRM in the work environment of OR nurses
Employee turnover is an indication of how the organizationstands
Reasons for employee turnover
Low job satisfaction and low employee loyalty Higher employee turnover
HRM in the work environment of OR nurses
Result
HRM is important because it creates a process or a platform for innovation which is the opposite to the mechanical order
Employee appraisals as a tool in HRM
Definition of employee appraisal
Regular communication between a superior and a subordinate regarding everything that has to do with work and the work environment
What is employee appraisal? Employee appraisals as they have developed today are tools for managers and employees to ensure a coherent relationship between the policy and development of the organisation and the utilisation of human resource
Employee appraisals as a tool in HRM
Development of employee appraisals
Purpose and benefit of employee appraisals Better job performance Mutual information sharing Facilitates employees in reaching their work goals Mutual trust
Employee appraisals as a tool in HRM
Benefits of employee appraisals to the employee
The employee receives feedback on his job performance Is a way to shape job advancement and employee training Facilitates motivation, positive work atmosphere and improves
the understanding of ones own work The employee is more aware of the managements expectations Better communication with management Can prevent conflict Increases flexibility Improves the work atmosphere Strengthens the team spirit Provides an opportunity to express oneself on goals,
management, and the strategy of the organization Method to give employees feedback
Employee appraisals as a tool in HRM
Benefits of employee appraisals for organisations
Gives a comprehensive overview of the human resource Good opportunity to familiarise the employee with the
goal and strategy of the organization Better cooperation between superiors and subordinates Get better acquainted with the employee Better foundation for future organisation Can prevent conflict Right person in the right place
Employee appraisals as a tool in HRM
Flaws of employee appraisals for the employee and the organizations
Can create too high expectations with the employee Can create conflicts between superiors and subordinates Lack of interest from managers to discuss work and work
facility Managers not sufficiently knowledgeable about the work field
of the employee to be able to appraise performance Managers are not comfortable with discussing negative
performance Employees suspicious of the appraisal Time consuming
Employee appraisals as a tool in HRM
Useful tool for organizations and employees
The goal of employee appraisals in the long run is to increase responsibility and improve employee professional qualification while increasing the welfare of the employee
Employee appraisals as a tool in HRM
Research by Svanhildur Jónsdóttir 2006Faculty of Economics and Business Administration in University of Iceland
Research questions
1. Can employee appraisals be used as a tool in the management of organizations?
2. Can employee appraisals create a coherent relationship between the strategy and evolution of a organizations and the utilisation of human resource?
3. Do organizations use employee appraisals as a tool in job advancement?
4. Do organizations use employee appraisals as a tool to praise the employee and to give feedback on performance?
Methodology
Employee appraisals as a tool in HRM
Results of a research on employee appraisals as a tool in Human resource management
Useful tool Creates a better job culture in the work place Increased job satisfaction Employees are more aware of the goals and strategy of
the organizations Shape job advancement Increased use of praise and feedback
Employee appraisals as a tool in HRM
Successful communication - prosperous operations
Employee appraisals are the way of the future
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