HUMAN RESOURCE MANAGEMENT

• Human resource management is the

development and implementation of systems in

an organization designed to attract, developed

and retain a high performing workforce.

REVOLUTION IN EUROPE

• The scientific management approach for the non

managerial employees revolution is :-

• Managers should ensure the most suitable workers

was chosen to do each job.

• Managers should find the best way to do each

particular job for which they are responsible

• Manager should train the workforce on how to

implement the best way of doing the job

POST 1950 DEVELOPMENT

• The introduction of legislation to protect workers and

their rights

• The growth in the size of organizations

• Changes in the economic and social environment.

HISTORICAL BACKGROUND

F:\HR BACKGROUND.docx

TECHNOLOGY CHANGES

• With the development of innovative products and

machines, employees skills and knowledge must be

updated constantly.

• Organization should be able to provide the necessary

training to the employees from time to time.

• If employees are to remain employable they must,

throughout their career be willing and keen to learn

and upgrade their information.

GLOBALIZATION

• Business mergers create major problems

FLEXIBLE WORKFORCE• To be able to hire workers on short term contracts because of

the uncertainties they face in their business.

• To be able to outsource work to other companies for example

using workers in other countries which are more cost

effective than hiring local workers directly to do the work

• To employ workers who are willing and capable of being

trained in a number of different skills so that they can

undertake a variety of tasks without any problems.

• To compensate workers in such a way that when the

company is doing well financially, the workers will be paid

more and equally

FLEXIBLE WORKING HOUR

• Workers who can perform multiple tasks

• Workers who can be re-deployed easily

• Workers who can be relocated easily

• Workers whose service can be terminated easily

• Workers whose terms and condition of service can

be changed readily.

FLEXIBLE WORKING HOUR

• Workers who can perform multiple tasks

• Workers who can be re-deployed easily

• Workers who can be relocated easily

• Workers whose service can be terminated easily

• Workers whose terms and condition of service can

be changed readily.

EMPLOYEE EDUCATION AND EXPECTATIONS

• Many people are staying longer in school and more

students are pursuing tertiary education.

• With higher education workers are becoming more

aware of their employment rights thus they are more

liable to make complain if they believe their rights are

being abused.

• Many governments bodies provides website that

clearly explain the rights of workers and provide email

address if an employee wish to complain.

PURPOSE STRUCTURE AND FUNCTIONS OF A HUMAN RESOURCE

• Human Resource department provides

key functions within an organization.

• Human Resource management exists to

ensure organizations have the right

people at the right job.

ACTIVITY

• What are the function of Human

Resource deparment?

ANSWER

• Recruit suitable worker

• Ensure the workers receive appropriate training

• Establish systems for compensation and

rewarding employees.

• Assist heads of department keep their

subordinate free from injury.

• Design and implement appropriate disciplinary

systems so workers will follow.

SIZE OF ORGANIZATION

• The larger the organization in terms of number of employees,

the more likely to have more than 1 human resource

department.

• As long, the companies has staff, the HR will exist.

• Every head of department or manager need to ensure that he

has the worker he needs, worker with the right skills and who

are willing to work.

• Once the organization gets larger, the recruitments, training

and record keeping may become to heavy for the HR hence

the job will be given to the specialist.

OWNERSHIP OF THE COMPANY

• Multinational companies and joint venture

with foreign partners can be expected to

need a Human Resource department from

the local to provide input and knowledge

in the areas of industrial relations and

labor.

PHILOSOPHY OF TOP MANAGEMENT

Small company Head of Departments/ All

Manager

Medium- sized company Administration Department

Large sized - company Human Resource Manager

Very large – company HR Department, Training

Department and Industrial

Relations Department

HUMAN RESOURCE MANAGEMENT AS A SHARED FUNCTION

• Human resource professional will plan and establish systems which

will allow the managers to make best use of their subordinates.

• HR professional will advise and train managers on how to utilize

their subordinates in order to achieve the department objectives.

• For various functions in HR, it should be clarified whether the HR

officer or the department head would take charge.

• Dealing with disciplinary and performances issue is another conflict

between HR officer and department head. Most HOD, feels

uncomfortable dealing with discipline matters they rather pass to HR

Manager.

CAREERS IN HRM• You can possibly start as a clerk in a HRM and be promoted to an

Executive position and into management.

• Young Degree graduates can apply to Executive level. If

graduates from different field and if they are willing to learn fast

and they have a good communication skills they can try to apply.

• The best know programmes offered for HRM is Certificate and

Diploma in Human Resource Management offered by Human

Resource Management (MIHRM).

• Executive in HR management position who wants a promotion

need to develop a broad understanding of the whole function.

• One way to do is to spend some time as a supervisor and

understand what the manager goes through.

SKILLS FOR HR SPECIALIST

• Everything is computerised hence the HR

specialist needs to use suitable software

packages that can provide information efficiently.

SOFTWARE • Databases systems for personnel records which

allow for easy updating of information

• Payroll system

• Intranet

• Attendance tracking system

• E-learning program.

• Tracking of performance output.

• Monitoring of computer usage

DISADVANTAGE OF HR SPECIALIST

• Lack of training in quantitative methods.

• Some people believe objectivity is inappropriate

for HR management.

DRAWBACK OF HR FUNCTION

• When selecting applicant for a job, should the HR manager give priority to

a candidate recommended by the CEO?

• Is it right for a organization to have CCTV including in restrooms?

• Should a training manager accept any payments or gift from a training

center in return agreeing to send company employers to the program the

center is conducting?

• Is it fair to retrench non-executive staff so the organization can pay bonus

to the senior management?

• Is it fair to deduct EPF contribution from the employees salary and not

submit to the Fund?

• Is it fair to have foreign workers but have not granted them with permit?

PERSONAL QUALITIESCommunication Skills

Ability to bring about change

IT Savvy

Numerate and able to analyze data

Ability to understand the business contact

High ethical standards

FUTURE OF HR• Use technology to save time

• Introduce systems which encourage upgrading of

skills at all levels within the organization

• Train heads of department on how to manage

highly skilled knowledge workers.

• Train head of department on how to appreciate

the variety of working styles.

• Source and find ways to retain talent employees.

ACCOUNTABILITY

• Reinforces high standard and the sense of shared

responsibility that a team needs to produce top results.

• Conducting periodic status review meetings.

• Doing a self evaluation

• Conducting post mortems

• Carrying out peer feedback sessions

TRANING YOUR TEAM

• Interpersonal Skills

• Systematic problem solving

• Planning and goal setting

• Group decision making

• Meeting management

FUNCTIONS OF THE HUMAN RESOUCE DEPARTMENT

• Employment

• Training and Development

• Payment/Reward System

• Health and Safety

• Employee Service /Welfare

• Productivity Improvement Schemes

• Industrial Relations

MINISTRY HUMAN RESOURCE

• The ministry of Human Resource plays a

major role in HRM by developing policies

and laws which affect employers and

employees

• The International Labor Organization

recommends basic labor standards to be

implemented by all member nation