- 1. Human Resource Management
2. Human Resources Management 3. Recruitment 4. Recruitment
- The process by which a job vacancyis identified and potential
employees are notified.
- The nature of the recruitment processis regulated and subjectto
employment law.
- Main forms of recruitment through advertising in newspapers,
magazines, trade papers and internal vacancy lists.
5. Recruitment
- Job description outline of the roleof the job holder
- Person specification outlineof the skills and qualities
requiredof the post holder
- Applicants may demonstrate their suitability through
application form, letter or curriculum vitae (CV)
6. Selection 7. Selection
- The process of assessing candidates and appointing a post
holder
- Applicants short listed most suitable candidates selected
- Selection process varies according to organisation:
8. Selection
- Interview most common method
- Psychometric testing assessing the personality of the
applicants will they fit in?
- Aptitude testing assessing the skillsof 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 skillsas well as the ideas
of the candidate
9. Employment Legislation 10. Employment Legislation
- Increasingly important aspect of the HRM role
- Wide rangeof areas for attention
- Adds to the cost of the business
Even in a small business, the legislation relating to employees
is important chemicals used in a hairdressing salon for example
have to be carefully stored and handled to protect employees. 11.
Discrimination
- Crucial aspectsof employment legislation:
Disability is no longer an issue for employersto ignore, they
must take reasonable stepsto accommodate and recruit disabled
workers. Copyright: Mela, http://www.sxc.hu 12. Discipline 13.
Discipline
- Firms cannot just sack workers
- Wide range of procedures and stepsin dealing with workplace
conflict
-
- Working with external agencies
14. Development 15. Development
- Developing the employeecan be regarded as investingin a
valuable asset
-
- A source of helping the employee fulfil potential
16. Training 17. Training
-
- Provides new skills for the employee
-
- Keeps the employee up to datewith changes in the field
-
- Aims to improve efficiency
-
- Can be external or in-house
18. Rewards Systems 19. Rewards Systems
- The system of pay and benefits used by the firm to reward
workers
- Money not the only method
20. Trade Unions 21. Trade Unions
- Importance of building relationships with employee
representatives
- Role of Trade Unions has changed
- Importance of consultationand negotiation and workingwith trade
unions
- Contributes to smooth change management and leadership
22. Productivity 23. Productivity
- How to value the workers contribution
- Difficulty in measuring some types of output especially in the
service industry
-
- Meant to be non-judgmental
-
- Involves the worker and a nominated appraiser
-
- Agreeing strengths, weaknesses and ways forwardto help both
employee and organisation