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7/31/2019 Principles Of Management Chapter 10 GTU MBA
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Human ResourceDevelopment
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The Importance of HumanThe Importance of Human
Resource Management (HRM)Resource Management (HRM)
As a significant source of competitive advantage People-oriented HR creates superior shareholder value.
As an important strategic tool Achieve competitive success through people by treating
employees as partners.
To improve organizational performance High performance work practices lead to both high
individual and high organizational performance.
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The HRM ProcessThe HRM Process
The HRM process is an ongoing procedurethat tries to keep the organization suppliedwith the right people in the right positions,when they are needed.
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The HRM Process: TraditionalView
Includes seven basic activities Human resource planning
Recruitment
Selection
Socialization
Training and development
Performance appraisal
Promotions, transfers, demotions and separations
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The HRM Process:Traditional View
Training &Development
Recruitment SelectionHuman
ResourcePlanning
Socialization
PerformanceAppraisal
Promotions, Transfers,Demotions & Separations
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Managing HumanManaging Human
ResourcesResources
Human Resource (HR) Planning Planning for the future personnel needs of an
organization, taking into account both internal activities
and factors in external environment.
Basic aspects in HR planning:
Planning for future needs
Planning for future balance
Planning for recruiting or laying off employees
Planning for the development of employees
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Recruitment
Selection
Socialization
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Training and DevelopmentTraining and Development
Training programs are directed toward maintaining andimproving current job performance while developmentprograms seek to develop skills for future jobs.
Employee Training
Types of training Training Method
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Training MethodsTraining Methods
On-the-job TrainingMethods
Coaching
Job rotation
Training positions
Planned work activities
Off-the-job TrainingMethods
Vestibule training
Behaviorally experiencedtraining
Role play
Computer assisted
instruction
Management developmentprogrammes
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Employee PerformanceEmployee Performance
ManagementManagement
Performance Management System A process of establishing performance standards and
appraising employee performance.
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Performance AppraisalPerformance AppraisalMethodsMethods
Method Advantage Disadvantage
Written essays Simple to use More a measure of evaluators writingability than of employees actual
performance
Critical
incidents
Rich examples; behaviorally
based
Time-consuming; lack quantification
Graphic rating
scales
Provide quantitative data; less
time-consuming than others
Do not provide depth of job behavior
assessed
BARS Focus on specific and
measurable job behaviors
Time-consuming; difficult to develop
Multiperson
comparisons
Compares employees with one
another
Unwieldy with large number of
employees; legal concerns
MBO Focuses on end goals; resultsoriented
Time-consuming
360-degree
appraisals
Thorough Time-consuming
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Promotions, transfers,demotions, & separation
Reflect an employees value to the organization.
High performers may be promoted or transferredto help them develop their skills.
Low performers may be demoted, transferred toless important positions or even separated.
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BenefitsBenefits
Benefits of a Fair, Effective and Appropriate
Compensation System
Helps attract and retain high-performance employees.
Impacts the strategic performance of the firm.
Types of Compensation
Base wage or salary
Wage and salary add-ons
Incentive payments
Skill-based pay
Variable pay
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Factors That InfluenceFactors That Influence
Compensation and BenefitsCompensation and Benefits
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Contemporary Issues in ManagingContemporary Issues in Managing
Human ResourcesHuman Resources
Managing Downsizing
The planned elimination of jobs in an organization
Provide open and honest communication.
Provide assistance to employees being downsized.
Reassure and counseling to surviving employees.
Managing Workforce Diversity
Widen the recruitment net for diversity.
Ensure selection without discrimination.
Provide orientation and training that is effective.
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Tips for Managing DownsizingTips for Managing Downsizing
Communicate openly and honestly: Inform those being let go as soon as possible.
Tell surviving employees the new goals and expectations.
Explain impact of layoffs.
Follow any laws regulating severance pay or benefits. Provide support/counseling for surviving employees.
Reassign roles according to individuals talents andbackgrounds.
Focus on boosting morale: Offer individualized reassurance.
Continue to communicate, especially one-on-one.
Remain involved and available.
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Current Issues in HRMCurrent Issues in HRM
(cont.)(cont.)
Work-Life Balance Employees have personal lives that they dont leave
behind when they come to work.
Organizations have become more attuned to theiremployees by offering family-friendly benefits:
On-site child care
Summer day camps
Flextime
Job sharing Leave for personal matters
Flexible job hours