Unit Six HUMAN RESOURCE MANAGEMENT

Human Resource Management Activities undertaken to attract, develop and maintain an effective workforce within an organization.

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities HR planning

Assessing current human resources Assessing future human resource needs Developing a program to meet future human resource needs Treating with compensation issues Determining employee benefits

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities Sourcing and Staffing

Sourcing and Staffing Recruitment Hiring from within Advertising Employment agencies Educational institutions Professional organizations Walk-ins Internet Other

Selection Success criteria  Prediction  Reliability  Validity Tools  Applications  Written tests  Performance simulation tests  Interviews  Background  Medical/Physical examination

Interviewing skills

Review the job description and job specification. Prepare a structured set of questions. Review the applicant’s information. Put the interviewee at ease. Ask questions and listen carefully. Inform the applicant of the next step in the process. Write the evaluation immediately.

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities Employee orientation

Orientation An expansion on information that a new employee obtained during the recruitment and selection stages; an attempt to familiarize new employees with the job, the work unit, and the organization as a whole.

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities Training and developing employees

EXHIBIT 5 – 6 Determining training needs.

Typical training methods Apprenticeship

Typical training methods Job instruction training Step by step (structured) on the job training method in which a trainer (1) prepares a trainee with an overview of the job, its purpose, and the results desired, 2) demonstrates the task or the skill to the trainee, (3) allows the trainee to mimic the demonstration on his or her own, and (4) follows up to provide feedback and help. (businessdictionary.com)

Typical training methods Classroom lectures Multimedia

Typical training methods Simulation exercises

Typical training methods Computer-based training Programmed instruction A method of teaching in which the information to be learned is presented in discrete units, with a correct response to each unit required before the learner may advance to the next unit.

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities Compensating employees

Employee Compensation Monetary payments or wages and/or salaries, goods or commodities used in lieu of money to reward employees.

Employee Compensation It involves determining a cost-effective pay structure that will attract and retain competent employees, provide an incentive for them to work hard, and ensure that pay levels will be perceived as fair.

Compensation contd. The wage and salary should be designed to take into consideration, skill effort and responsibility. May include Benefits Non-financial rewards designed to enrich employee’s lives.

HRM Activities HR planning Sourcing and Staffing Employee orientation Training and developing employees Compensating employees Evaluating employee performance

HRM Activities Evaluating employee performance

Performance Appraisal A review of employees’ past performance that emphasizes positive accomplishments as well as deficiencies. A means of helping employees improve future performance

Performance Appraisal Involves observing and assessing employee performance, recording the assessment, and providing feedback to the employee. Employees may be evaluated against: - Absolute standards - Relative standards - Objectives

Occupational Safety and Health

Employers have both a legal and moral responsibility to ensure that the workplace is free from hazards that may cause death, injuries and illnesses. Laws exist and organizations set up to monitor compliance to health and safety standards in organizations. This process is known as Occupational Safety and Health Administration (OSHA).

Occupational Safety and Health In Jamaica, government agencies such as the Ministries of Health and Local Government, National Environmental Planning Agency (NEPA), and laws such as the Factories Act support OSHA. Standards exists for conditions such as noise levels, dust levels, physical protection gear, elevator locations, fire escapes in public buildings, etc.

Occupational Safety and Health Factors contributing to safety and health accidents at the workplace: Human factors - inability to do the job - carelessness or negligence - intoxication - other human deficiencies

Occupational Safety and Health Environmental Factors tools Equipment Physical plant Materials used The general work environment

Occupational Safety and Health Internal Standards or Preventative Methods Education Motivation Skills training Engineering Protection Regulations

Current issues in HRM

Work force diversity Sexual harassment Layoffs Layoff-survivor sickness

Workforce Diversity The composition of the workforce to include men, women, all races, religion, the disabled, homosexuals, heterosexuals, the elderly, etc.

Sexual harassment Anything of a sexual nature that impedes employees from conducting their normal business during work hours Hostile work environment

What can be considered sexual harassment? Sexually suggestive remarks Unwanted touching Sexual advances Requests for sexual favors Verbal or physical conduct of a sexual nature Subjective description