Managing Human Resources

Presentation by: Rasan R. FATIH

Supervised by: Prof. Dr. Akın MARŞAP

Outline:

• What does mean by Human Resources Management (HRM)?

• What are the Responsibilities of HRM?• Current Common Trends in HRM• HRM Vs Sexual Harassment Issue• HRM and Talent Management• Conclusion• Question & Answer Session

Definition of HRM

• Human resource (HR) management can be defined as the effective use of human resources in an organization through the management of people-related activities. It is a central and strategic organizational activity of increasing complexity and importance. “Harvard University”

• The policies, practices, and systems that influence employees’:– behavior– attitudes– performance

Responsibilities' of HRM

Current Common Trends in HRM

• Globalization and its implications• Work-force Diversity• Changing Skill Requirements• Corporate Downsizing• Continues Improvement Programs• Re-engineering work process for more productivity• Contingent work-force• Decentralized Work Sites• Employment Involvement

Globalization and Implications on HRM

Work Force Diversity

Age

Gender

Race

Social Class

Religion

Physical Appearance

Martial Status

Belief

Ethnicity

Ideology

Changing Skill Requirement

• Skill deficiencies

• poor-quality work • lower productivity, • increase in employee

accidents• increase customer

complaints.

Corporate Downsizing

Minimizing the negative effects of rumors

Keep the individuals informed by factual data

Continues Improvement Programs

• Focus on the long term well being of the organization

• Organization focuses on quality and builds a better foundation to serve its customers

• It is introducing change into the organization• HRM must prepare individuals for the change• Why the change will occur, what is to be expected

and what effect it will have on employees

Re-engineering work process for more productivity

• What work should be done, • How it is to be done• How to best implement these

decisionsRE

TH

INK

HRM needs to offer skill training to its employees. Whether it’s a new process, a technology enhancement, working in teams, having more decision making authority, or the like , employees would need new skills as a result of the re-engineering process.

HRM ROLE;

Contingent work-force

• Contingent workers are individuals who are typically hired for shorter periods of time

being able to have these virtual employees available when needed, providing scheduling options that meet their needs and making decisions about whether or not benefits will be offered to the contingent work force.

HRM Role;

HRM Responsibility;

Locate and bring them into the organization, Quickly adapting them to the organization,

Decentralized Work Sites

• Compensation Policy (by hour, Salary basis, Job performed

• Full Time Worker, opposite to Contingent Workers.• Ensuring Health an Safety

• How to establish and ensure appropriate work quality and on-time completion.

Employment Involvement

Employees expected to ;• Delegate• Have decisions participative

handled• To work in team• Set goals• Be trained• Be Empowered

HRM Vs Sexual Harassment Issue

• Offer a sexual harassment policy statement. This statement should address where employees can report complaints, assure confidentiality, and promise that disciplinary action will be taken against sexual harassers.

• Provide communication and training programs for supervisors and managers. These programs should emphasize that sexual harassment will not be tolerated.

• Conduct fair, impartial investigations and base actions on objectively gathered facts. The complainant must be insulated from the kinds of behavior that prompted the complaint.

HRM and Talent Management

• Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs.

• Talent management is both a goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees. HR managers also manage ethics, the standards by which individuals judge their own behaviors.

References:

1. Bates, Laura. "Sexual harassment in the workplace is endemic." Theguardian.com 23 Oct. 2013. Guardian News and Media. 19 Dec. 2013 <http://www.theguardian.com/lifeandstyle/womens-blog/2013/oct/23/sexual-harassment-workplace-endemic-women>.

2. Bersin, Josh. "HR, Leadership, Technology, and Talent Management Predictions for 2013." Forbes. 11 Jan. 2013. Forbes Magazine. 18 Dec. 2013 <http://www.forbes.com/sites/joshbersin/2013/01/11/hr-leadership-technology-and-talent-management-predictions-for-2013/>.

3. Biro, Meghan M. "7 Hottest Trends In HR Technology." Forbes. 06 Oct. 2013. Forbes Magazine. 16 Dec. 2013 <http://www.forbes.com/sites/meghanbiro/2013/10/06/7-hottest-trends-in-hr-technology/>.

4. Conrad, Sean. "Talent management strategies for 2013." Talent management strategies for 2013. 18 Dec. 2012. 19 Dec. 2013 <http://www.hcamag.com/opinion/talent-management-strategies-for-2013-147443.aspx>.

5. David, Tutin. "Five Key HR Trends for 2013." Voice of Lumesse. 11 Dec. 2012. 19 Dec. 2013 <http://blog.lumesse.com/2012/12/five-key-hr-trends-for-2013.html>.

6. Genevieve, Douglas. "Talent Management Among Top Issues Facing HR Professionals in 2013, Experts Say | Bloomberg BNA." Bloomberg BNA. 14 Jan. 2013. 19 Dec. 2013 <http://www.bna.com/talent-management-among-n17179871839/>.

7. Insights, Forbes. "Essential Tools of Talent Management." Forbes. 24 Apr. 2013. Forbes Magazine. 19 Dec. 2013 <http://www.forbes.com/sites/forbesinsights/2013/04/24/essential-tools-of-talent-management/>.

8. Lauren, Coper M. "Top 10 tips for conducting an effective sexual harassment investigation | HR Hero Line." Top 10 tips for conducting an effective sexual harassment investigation | HR Hero Line. 31 July 2013. 19 Dec. 2013 <http://www.hrhero.com/hl/articles/2012/07/31/top-10-tips-for-conducting-an-effective-sexual-harassment-investigation/>.

9. Stephen, Bruce. "Top 10 Best Practices in HR Management for 2013 | HR Daily Advisor." HR Daily Advisor. 27 Jan. 2013. 19 Dec. 2013 <http://hrdailyadvisor.blr.com/2013/01/27/top-10-best-practices-in-hr-management-for-2013/>.

10. Tim, Gould. "‘Hostile work environment’? One bad act can do it."Http://www.hrmorning.com/. 10 Nov. 2012. 19 Dec. 2013 <http://www.hrmorning.com/just-one-bad-act-can-create-hostile-work-environment/>.

Question and Answer

THANKS FOR YOUR ATTENTION