HR Flashcards
Attributes of HR
Primary benefits:
-monetary benefits: salaries and wages
Secondary benefits and working conditions:
-non-monetary benefits: leave, working conditions
Training and development:
-allowing employees to grow: skills development initiatives
Career development:
-performance management, succession planning
Company culture and diversity:
-cultural diversity programs, employee input
The role of human resource management
Recruiting, selecting and training employees
Human resource management and organizational effectiveness
- Training and development
- Helping employees attain job satisfaction
- Developing the quality of work life
- Maintaining ethical policies and socially responsible behavior
Human resource planning (HRP):
Definition
The process of using an organization’s goals and strategies to forecast the HR needs in terms of finding, developing & retaining qualified human resources
Phase 1: Identifying the work being done or expected to be done
Job analysis - the tasks, duties & responsibilities of a job
Job description - states the job title, purpose of the job, role responsibilities, how the job must be done
Job specification - details the knowledge, skills & abilities required for the job
Human resource planning (HRP):
Phases
Phase 1: Identifying the work being done or expected to be done
Phase 2: Human resource forecasting
Phase 3: The Human Resource Plan
Phase 2: Human resource forecasting
Purpose:
-to assess the quantity and quality of employees required in the future
- to balance human resource demand and human resource supply
-forecasting focuses on economic growth and new developments in the markets
Recruitment:
Sources
Internal sources:
-seeking to fill vacant positions from exiting staff members except at the lowest levels
Recruitment from outside:
-advertisements (should be neutral, avoiding discrimination)
-recruitment agencies
-word of mouth ( from existing employees)
-head-hunting (personal approach)
-e-recruitment (radio, TV, the internet)
Recruitment procedure:
-computerized Human Resource Information system (HRIS) contains each employees’ qualifications, training and experience
Phase 3: The Human Resource Plan (HRP)
Provides guidelines that indicate how the short, medium and long-term human resource requirements can be provided
Recruitment:
Purpose
Ensure that a sufficient number of competent applicants apply for the jobs
Internal recruitment:
Advantages
- supports staff retention as it facilitates career planning and succession management
-less risk of employing the wrong person as the organization already head a track record of the individual
-lower costs of recruitment as organization does not need to pay external sources
External recruitment:
Disadvantages
-there is a risk of employing an unsuitable candidate
-morale of existing staff members can decline
-there are higher costs of recruitment
Internal recruitment:
Disadvantages
-lack of new ideas
-high potential employees may not want to wait for promotions while at a low organization level
-competition for promotion among employees can create discord
External recruitment:
Advantages
-creates the opportunity to find a suitable candidate for job
-creates the opportunity to bring in new ideas and innovation
-there is a bigger candidate pool to choose from
External recruitment:
Methods
Advertisements:
-specify job responsibilities
-specify minimum requirements
-indicate the salary range
Recruitment agencies:
-screen unsuitable candidates
-indicate salary range
Word-of-mouth:
-existing employees may have their own network of contacts
Head-hunting:
-used for top management appointments
E-recruitment:
-broadens selection pool
-lower hiring costs
-can attract high levels of unsuitable candidates
Sundry recruiting strategies
-bursaries
-career expos
