1. D39BU – Business Management in the Built Environment
HR Management
Dr. Turker Bayrak

2. Different Terms… Personnel Management Human Resource Management
High Commitment Management
Talent Management
… the same meaning!

3. What is HRM?
The distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an integrated array of cultural, structural and personnel techniques.
Storey (1995)

4. HRM: A redefinition?
HRM reflects an attempt to redefine both the meaning of work and the way individual employees relate to their employers.
(Keenoy and Anthony, 1992)

5. The Two Models of HRM
Hard Model – Utilitarian Instrumentalism
Soft Model – Developmental Humanism
HR systems used to drive the strategic objective of the organisation.
HR is just a factor of production
HR used to maximised economic returns
Treat employees as valued assets
Employees are proactive inputs into productive processes
Worthy of trust and collaboration, capable of development
Focused on HR policies to deliver ‘resourceful’ humans.

6. Main Activities of HRM Recruitment and selection
Training and development
Human resource planning
Provision of contracts
Provision of fair treatment
Equal opportunities
Assessing performance of employees
Employee counselling

7. Main Activities of HRM Organising: Organisation design
Organisation development
Job and role design
Resourcing
Human resource planning
Talent management
Recruitment and selection

8. Main Activities of HRM Performance management Training and Development
Organisation and individual learning
Management development
Career management
Reward management
Pay systems
Contingent pay
Non-financial reward

9. Key Variables Rewards variables Training variables Appraisal variables
Recruitment variables

10. Sub-contracting
How did sub-contracting in construction industry affect human resource management?
Instead of managing your own people, you have to manage sub-contractors.
Loyalties of the people and the organisation might conflict.
It is possible to sub-divide complex tasks into smaller packages.

11. Recruitment and Selection
Recruitment is a personnel function whereby the firm goes out into the marketplace to attract potential employees.
Selection is making the choice from those who come forward.

12. Recruitment Policies
Hidden recruitment uses companies internal people and it is not advertised to outside world.
Explicit policies appear in advertising.
Group Activity:
What are the implications of using one of these instead of other? Discuss and write down your conclusions.
(Levander 2001)

13. Recruitment Policies
Hidden recruitment uses companies internal people and it is not advertised to outside world.
It saves money from advertisements,
Successful applicant will be familiar to management.
Such practice motivates other employees
Explicit policies appear in advertising.
It is important to avoid discrimination,
Inform candidates about the processes,
Recruit under your own banner rather than a recruitment agency
(Levander 2001)

14. Recruitment Policies
Question: Consider an economic recession. If you have advertised a job position and received a huge number of applications although the advert was very specific.
What strategies would you use to reduce the number of applicants?
What are the possible implications of your chosen method?

15. Recruitment Policies What are the main components of a job advert?
What are the main considerations in designing them?

16. Job Description
This is likely to be the most attractive part of the advert for applicants. Some contents might be;
Title,
Salary,
Conditions such as hours, holidays, pensions,
Content and responsibilities of job,
Place in the organisation
(Levander 2001)

17. Candidate Specifications
When you are advertising the job, would you disclose all the specifications you are looking for in the advert?
A framework for examination of candidates is as follows;
Physical make-up.
Attainments
General intelligence
Specialised aptitudes
Interests
Deposition
Circumstances

18. Selection Procedures
This can have various forms including multi-stage processes with advertising, short-listing from the applicants, personality tests, and two or more rounds of interviews.
The condition of the labour market will affect the difficulty level of the selection processes
(Levander 2001)

19. Training What type of training is required? Who is to provide it?
Where it is to take place?
Who is to pay for it?
(Levander 2001)

20. Setting Levels of Pay
Kindly discuss how you can decide on the levels of pay for different jobs in the organisation?
Education and training required
Experience required
Originality and creativity in the job
Complexity of the job
Responsibility for others
Mental and physical demands of the job
Difficulty of the conditions over which job is done
(Levander 2001)