1. UNIT FOUR HUMAN RESOURCE MANAGEMENT

2. INTRODUCTION TO GENERAL HRM ISSUES Achieving missions of organizations through leadership of scientific excellence requires managing people, operations and resources. Focus on people, in organizations, is appropriate for improving the growing employee development through leadership and effective HRM. Various skills and steps are required to assist and maintain continuous learning efforts of employees towards excellence in addressing the mission. In this respect, HRM and leading people are key for success in modern organizations. This section focuses on skills of managing and leading people in public organization scenarios.

3. Recruitment It is the process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated by the employment law. The main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

4. Recruitment requires the following: Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

5. Selection Selection is the process of assessing candidates and appointing a post holder. It entails processes such as short-listing the applicants that are most suitable candidates selected. Selection undergoes varies process. These are:  Interview – most common method  Psychometric testing – assessing the personality of the applicants – will they fit in?  Aptitude testing – assessing the skills of applicants  In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer  Presentation – looking for different skills as well as the ideas of the candidate

7. Employment Legislation HRM entails various employment legislations that govern a given country. All firms, whether public or private or non-profit organizations, have to abide to these laws.

8. Employment laws and legislations are increasingly important aspect of the HRM role. Even in a small business, the legislation relating to employees is important  E.g. chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees. These laws outlaw Discrimination of all sorts in the work place or prior to entry to the jobs. Conventionally, Crucial aspects of employment legislation in regard to discrimination are:  Race,  Gender and  Disability. Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

9. Disciplining Today, firms cannot just ‘sack’ workers; There are so many procedures of discipline before actions and decisions are taken.

10. There are wide range of procedures and steps in dealing with workplace conflict. Some of these are: Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies

11. Development Organizations require plan for developing and expediting the potentials of their employees. Developing the employee can be regarded as investing in a valuable asset  A source of motivation  A source of helping the employee fulfil potential

12. Training Training is similar to development in many respects. Training can be delivered to:  Provides new skills for the employee  Keeps the employee up to date with changes in the field  Aims to improve efficiency  Can be external or ‘in-house’

13. Rewards Systems The system of pay and benefits used by the firm to reward workers are part of the reward systems of the organization. Rewards can be provided in many forms:  Money not the only method  Fringe benefits  Flexibility at work  Holidays, etc.

14. Workers Organizations such asTrade Unions Organized forms of movement of the workers in an organization are important for building relationships with employee representatives. The role of organized forms such as Trade Unions has changed the relationships between employers and employees.  It is enhancing a democratic systems of management of the HR and the materials they produce.  It is important for consultations and negotiations in organizations and  important for institutional stability in the organization and enhancing the productivity and continuity of production of goods and services.  It also contributes to smooth change management and leadership.

15. Productivity Understanding issues of productivity is essential for measuring performance:  as to how to value the workers contribution and  difficulty in measuring some types of output – especially in the service industry. Productivity is also related to appraisal:  Meant to be non-judgmental  Involves the worker and a nominated appraiser  Agreeing strengths, weaknesses and ways forward to help both employee and organisation

16. The end of the chapter