1. Human Resource Management
Personal Management

2. „People are our greatest asset“ Human capital

3. Which activities include personal management?

4. Activities Manpower planning Recruitment, selection and placement
Job evaluation
Appraisal, merit rating
Promotion, transfer, dismissal of people
Training and retraining, career development
Reward system
Conditions of employment, personnel affairs

5. Role of personal department in the organisation
Management of changes in a structure and a quality of human resources in accordance with needs of economic and social background and also requirement of employees.
Includes managerial functions selection, deployment and management of employees.

6. Manpower planning
The objective to find out requirement (lack) of employees, external cooperation (if needed) for the future activities of the organization. There are four dimension:
professional factor – job description – which of the professional category of employees is needed,

7. Job description
document specifying the objectives of a job, the work to be performed, the responsilibilities involved, the skills, needed, the relationship of the job to other jobs, working conditions

8. Manpower planning
job specification (man qualifcation) – written description of special qualification level (rank) for a given proffesion (experience, education, special skills, other requirements)

9. RESULT - plan of employees – manpower plan.
Manpower planning
time factor – when the requirement of this profession in a qualification structure,
organisational factor – in which organisational structure are the employees needed.
RESULT - plan of employees – manpower plan.

10. Manpower plan It is a base for: employees recruitment,
regulation of employment (transfer of manpower from department to other dept.),
assurance of given qualification or requalification of groups of employees,
valuation of cost of wages, social services, increasing of qualification,
negotiation with trade (labour) unions about the collective agreement.

11. Forms of recruitment
Internal recruitment (selection) – more effective form than external selection. Uses the information about internal employees (qualification, motivation). The source of information is current valuation of employees.
External recruitment (selection) – it is necessary to find suitable candidates (sources: schools, universities, job centres, media, friends).
SELECTION
- interviews
- Training (on the job and of the job training) and practical position in the organisation.

12. Recruitment and selection of employees
Which candidate is suited fot the job.
Equal Employment Opportunity
STEPS:
Initial contact with job applicants
Application form
Employment test
Interview by Human Resource Department and Supervisor
Reference Evaluation
Medical Examination
Employment

13. Job and employee evaluation
The aim is to know and use qualification of employees, develop their carrier, motivate them and make a good reward system. It is important for:
qualification valuation of their objectives,
nomination to higher positions,
changes in work positions,
Increasing of qualification
Termination of the job (cutbacks or firing because of the poor performance).

14. Performance criteria of employees
Depend on the job position.
written valuation of an employee work ,
behaviour during the working process (absence etc.),
personal characteristics,
prospects for the organisation.

15. Training and development
Retraining

16. Forms of training On the job training – learning by doing
Off the job training – clasroom trainig.
Management development programs – job rotation, coaching, assessment center.

17. Wage and salary administration
Compansation - payments of employees for their work
Do you know the difference between wage and salary?

18. WAGE x SALARY
WAGE – a payment based on calculation of the number of hours the employee has worked or the number of units he of she has produced.
The more hours worked, the higher the worker´s pay.
SALARY – compensation on time, but the unit of time is a week, a month or a year instead of merely an hour.
Salaried workers normally recieve no pay for extra hours, they are seldom penalized for time loss.

19. Bonus - Payment in addition to the regular wage or salary.
Performance plan – extra money paid to the employee based on a company´s growth
Profit sharing – a system whereby employees recieve a portion of the company´s profits

20. Employee benefits and services
Financial benefits other than wages, salaries and supplementary rewards:
Insurance plans – health and life insurance.
Pension plans
Health and safety program
Credits union