HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT 2003 version

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HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT : 

HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT Human Resource Management: A System Approach

Human Resource Management : 

Human Resource Management Focuses on personal administration as regards management: developing and administering policies and programs leading to effective organization, qualified employees, equitable treatment, advancement opportunities, and job security.

Management : 

Management is the art and science of directing human effort to control the forces and utilize the materials of nature for the benefit of man. is a science because it is a body of systematized knowledge based on general principles which are verifiable in business practices.

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it is also an art because the manager , after gaining knowledge from education, experience or observation uses imagination, originality and foresight to apply such knowledge.

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No organization can be effective without human resource management. In business and industry the kind of human resource management applied can be the cause of success or failure. The primary objective of any organization is to utilize its human resources to the optimum extent feasible.

Human Resource System : 

Human Resource System is a unique subsystem of a business because it operates upon all the other subsytems. Is the principal subsystem because whatever affects the business as a whole also affects the human resource system

Functions of Management : 

Functions of Management Planning Organizing Staffing Directing Controlling

What is planning and why you need to plan : 

What is planning and why you need to plan Planning is one of the most important project management and time management techniques. Planning is preparing a sequence of action steps to achieve some specific goal. If you do it effectively, you can reduce much the necessary time and effort of achieving the goal.

Organizing as a Management Function : 

Organizing as a Management Function The organizing function of management is the process of making sure the necessary resources are available to meet the goals of the organization.

Staffing : 

Staffing Is the function which focuses on activities like recruiting , selecting, training, compensating, appraising and developing

Organizing Resources : 

Organizing Resources Organizing resources can mean a variety of things. First, the manager is in charge of organizing human resources. For example, a manager will need to be sure the appropriate employees are hired. In addition, it is the manager’s responsibility to ensure the employees have the skills necessary for the workplace. Organizing these employees, according to when they are needed and how they are utilized, is a critical part of the manager’s position. In a manufacturing facility, organizing as a management function also involves ordering parts and other components needed to produce products. A manager must be extremely organized to keep track of items needed, without having components too early or too late.

Directing Function of Management : 

Directing Function of Management DIRECTING is said to be a process in which the managers instruct, guide and oversee the performance of the workers to achieve predetermined goals. Directing is said to be the heart of management process. Planning, organizing, staffing have got no importance if direction function does not take place. Directing initiates action and it is from here actual work starts. Direction is said to be consisting of human factors. In simple words, it can be described as providing guidance to workers is doing work. In field of management, direction is said to be all those activities which are designed to encourage the subordinates to work effectively and efficiently. According to Human, “Directing consists of process or technique by which instruction can be issued and operations can be carried out as originally planned” Therefore, Directing is the function of guiding, inspiring, overseeing and instructing people towards accomplishment of organizational goals.

Control : 

Control Control is one of the managerial functions like planning, organizing, staffing and directing. It is an important function because it helps to check the errors and to take the corrective action so that deviation from standards are minimized and stated goals of the organization are achieved in desired manner. According to modern concepts, control is a foreseeing action whereas earlier concept of control was used only when errors were detected. Control in management means setting standards, measuring actual performance and taking corrective action. Thus, control comprises these three main activities.

Three main categories of personnel work as corresponding to three systems : 

Three main categories of personnel work as corresponding to three systems The Value-Centered Systems has 3 major areas of effort: 1. Leadership development system 2. Career development systems 3. Motivation systems.

The Data –Based Systems have 3 major areas of effort: : 

The Data –Based Systems have 3 major areas of effort: .1. Organizational Needs assessment 2. Value analysis and decision-making 3. Communication Systems

The Power-Based Systems have 3 main areas of effort: : 

The Power-Based Systems have 3 main areas of effort: 1. The management of conflict. 2. the management of facilitation systems. 3. the management of company control networks

Organizing the Human Resource Management Department : 

Organizing the Human Resource Management Department Management is effective, comes only when each person knows exactly where he stands and what his duties are. When two or more persons combine their efforts in a definite way and for given purpose, there is an organization.

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The HRMD to be established should possess the following characteristics Balance, flexibility and adjustment to personnel

Three types of authority in organizations : 

Three types of authority in organizations Line Authority- the right or power to issue orders to subordinate personnel, take disciplinary actions. It can be exercised only over subordinates in the chain of command and not horizontally over persons in other departments of the structure.

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Staff Authority – involves merely tha capacity to provide assistance, advice or service to others. Functional Authority- involves the right to issue orders that pertain performance of a particular function but it is not as binding as line authority since it does not carry the right to discipline to others to enforce compliance.

The scope and application of HRM functions vary with the ff: : 

The scope and application of HRM functions vary with the ff: 1. Size of the firm 2. nature of the business or industry 3.Complexity of operations 4. Qualifications of the personnel staff 5. Attitude and support of top management 6. The company’s relation with the union

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7. State of the labor market 8. Prevailing economic conditions in the area. 9. Presence or absence of competition.

Major responsibilities in the HRMD : 

Major responsibilities in the HRMD 1. Developing and administering human resource policies and program. 2. Assisting Line Management in measuring the level of morale and taking steps to improve situations which lead to employee dissatisfaction; the HR people have to provide assistance to line management in dealing with HR problems.

Such assistance may be provided thru: : 

Such assistance may be provided thru: a. Employment recruitment, selection, hiring and placement b. Determination of skills available in the work group c. Employee counseling d. Employee benefits and services e. Medical and hospitalization facilities

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f. Safety rules and accident prevention g. Employee suggestion system h. Labor relations problems 3. Evaluating Human Resource Performance in the ff. areas: Merit rating Employee opinion service Study and analysis of statistical data related to personnel

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4. Coordinating Personnel Activities 5. Job Evaluation and Classification and Salary Administration 6. Forecasting 7.Programming 8. Scheduling 9. Budgeting

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10. Procedures 11. Making intelligent use of HR by creating more productive jobs. 12. Proper planning and competent supervision. 13. Training the workers adequately. 14. Being concerned with the health of the workers

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15. Provision of recreational facilities and opportunities. 16. Structuring work assignments so that employees will find them at least interesting and if possible challenging. 17 Compensating the workers fairly and making certain that the fairness of the compensation is not merely a unilateral judgement of the mgt. 18. Giving the workers an adequate sense of security.

WHAT IS HUMAN RESOURCES? : 

WHAT IS HUMAN RESOURCES? Human Resources may be the most misunderstood of all corporate departments, but it's also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing, they also handle contacting job references and administering employee benefits. It's true that any individual who works in Human Resources must be a "people person." Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor (outward behavior: somebody's behavior, manner, or appearance, especially as it reflects on character) is a must.

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Human resources is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR'.

WHAT IS HUMAN RESOURCES MANAGEMENT ALL ABOUT? : 

WHAT IS HUMAN RESOURCES MANAGEMENT ALL ABOUT? The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Managing employees is a major job, so those in Human Resources must be equal to the task.

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Ten or twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Today's Human Resources personnel don't only handle small administrative tasks. They are responsible for staffing major corporations. This is no minor feat (notable act: a remarkable act or achievement involving courage, skill, or strength)

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It's not enough to be able to screen potential employees, however. Those who work in Human Resources also have to be able to handle a crisis in a smooth, discreet manner. Whether the issue is health care related or regarding sexual harassment or employee disputes, a person working in Human Resources must be trusted to keep an employee's personal details to him or herself. The Human Resource team must also be a good judge of morale and realize when morale boosting incentives are needed. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions.

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Human Resources may have gotten a bum rap, but it's clearly among the most important departments in any corporation. The next time you have to meet with someone from Human Resources, remember that without him or her, your company might not be running so efficiently.

GIVE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT : 

GIVE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT Human resource management covers more ground than people might initially imagine. Some may define it as the interactions between employer and employee in the time period between which an employee is hired, until they are terminated. While this is true, human resources management begins even before this, with the policies that are created by the institution, and the laws that govern workplace relations. In an article by L. Dobb and P. Dick, (1993):

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Human Resource Management is the process of working with people so that they and their organizations reach full potential even when change precipitates the need to acquire new skills, assume new responsibilities, and form new relationships.

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Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.

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"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5).

There are seven management functions of a human resources (HR) department that will be specifically addressed: : 

There are seven management functions of a human resources (HR) department that will be specifically addressed: 1. staffing, 2. performance appraisals, 3. compensation and benefits, 4. training and development, 5. employee and labor relations, 6. safety and health, and 7. human resource research

What is planning and why you need to plan : 

What is planning and why you need to plan Planning is one of the most important project management and time management techniques. Planning is preparing a sequence of action steps to achieve some specific goal. If you do it effectively, you can reduce much the necessary time and effort of achieving the goal. A plan is like a map. When following a plan, you can always see how much you have progressed towards your project goal and how far you are from your destination. Knowing where you are is essential for making good decisions on where to go or what to do next.

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One more reason why you need planning is again the 80/20 Rule. It is well established that for unstructured activities 80 percent of the effort give less than 20 percent of the valuable outcome. You either spend much time on deciding what to do next, or you are taking many unnecessary, unfocused, and inefficient steps. Planning is also crucial for meeting your needs during each action step with your time, money, or other resources. With careful planning you often can see if at some point you are likely to face a problem. It is much easier to adjust your plan to avoid or smoothen a coming crisis, rather than to deal with the crisis when it comes unexpected.

Inspirational Quotes : 

Inspirational Quotes You sow an act, and you reap a habit; sow a habit, and you reap a character; sow a character, and you reap a destiny.George Dana Boardman The optimist sees opportunity in every danger; the pessimist sees danger in every opportunity Winston Churchill