Human Resource Management Flashcards
Human Resource Management
Human Resource Management is the process by which an organisation attracts, develops and rewards its workforce to ensure that the goals of the organisation are achieved as effectively and efficiently as possible. It is in essence related to people at work and all areas of responsibility that affects people at work.
Human Resource Manager
The Human Resource Manager is responsible for, dedicated to, and concerned with the establishment and preservation of stable human relations in the organisation.
Manpower Planning
This involves determining the human resources necessary for the future and preparing a plan so that the firm will have the right staff in the right quantity at the right time to meet the firm’s objectives. It should be flexible and adaptable.
Analyse Current Staff
The Human Resource Manager must conduct an audit of the existing employees who work in the business (including numbers, age and skills) to see how many workers there are at present. They must also take into account those close to retirement age, ill, or thinking of leaving. An example would be that Ryanair has say 200 pilots at present, with 5 nearing retirement age.
Make Future Manpower Forecasts
The human resource manager must estimate how many employees and what skills the business will need in the future. Here, the organisation will compare what they have at present with what is needed for the future of the organisation An example would be if Ryanair as an airline plans to run 100 new flights a day from March.
Design and Incorporate a Training Plan
The plan is the action that will be put in place. If more recruits are needed, the business will source additional employees to meet the excess demand. They will need to recruit extra staff, however it is possible for a business to train existing staff, or in some cases make staff redundant if they have too many. An example would be Ryanair needing to recruit more staff to be ready for the new route either through training, promotion or external recruitment
Review the Plan
The plan should be reviewed regularly, and if changes need to be made, it can be acted upon, such as the need to recruit more staff or increase turnover.
Benefits of Manpower Planning
Labour Turnover is Identified
Correct Staff Inventory
Training Needs Identified
Recruitment and Selection
This is the main role of the human resource manager. It is about making sure you get the right person to do the job. The job can be filled internally or externally.
Internal: Redeployment/Promotion.
Here the employee is familiar with the internal culture, policies, and work practices of the firm. Training and advertising costs are decreased as the job is advertised internally.
External: Recommendations, Training Centres, Employment Agencies, Unsolicited Applicants, Head Hunting, Advertising
Here, the job is advertised externally. The new employee may have the skills and experience that the existing staff do not. This can bring a fresh perspective to the job, and avoid jealousy that may exist if the job was given internally.
Job Description
A Job Description sets out the key responsibilities of the job and the tasks to be performed. It shows the jobs span of control and chain of command.
It will also give out details such as salary, working hours, duties and responsibilities to the successful candidate.
Person Specification
A Person Specification lists the qualifications, skills, experience, and attributes the successful candidate must possess.
The HR Manager will then compare candidates against each other using the specification for the job- e.g. looking at CV’s, their college results etc…
Encourage suitable candidates to apply
This step is concerned with finding the appropriate applicants to apply for the position. Here, the HR Manager creates a job advertisement containing information such as qualifications required, main duties, and how to apply.
The business can do this in various ways such as internal advertising, personal recommendations, employment agencies, advertising online etc…
The business must obey the Employment Equality Act 1998 in order to give applicants equal opportunity in the application process.
Screen the applicants
This step is concerned with short-listing all applicants. The applicants may apply through CV and cover letter or application forms. The HR Manager will compare each applicant with a list of criteria and selects the applicants that best meet the criteria in preparation for an interview.
Selection/Interview
The interview is generally the most common selection process in choosing the employees. It allows the HR Manager to meet the applicants face to face and evaluate their suitability to the job.
References
These would be used to get another relevant opinion of the candidate and their potential suitability as a worker. The employer will check the references before offering the job. An example could be a former principal or boss of another job you have worked in.
Job Offer and Contract of Employment
Once the employer is happy with the references and the job has been offered, a contract of employment is then drawn up. The employers has a legal entitlement to have a copy of this contract, specifying the terms and conditions of employment.
Inform those who did not get the job
It is good practice to inform those who were unsuccessful in applying for the position either by phone or in writing and giving them the opportunity to receive feedback if required. This could be down to a number of reasons such as qualifications, experience, or suitability to the task at hand.
The Recruitment and Selection Process
- Prepare a job description/personal specification
- Encourage suitable candidates to apply
- Screen the applicants
- Selection/Interview
- References
- Job Offer and Contract of Employment
- Inform those who did not get the job
Training and Development
Training provides workers with the skills and expertise necessary for them to perform their jobs properly.
Induction Training
Helps the new employees fit into the workplace by familiarising themselves with the organisation, policies and code of ethics, rules, and meeting their colleagues.
Examples of induction training could include a tour and induction pack.
On the Job Training
Practical training by doing the work under supervision and watching how experienced workers go about the task. Examples include work shadowing and demonstrations. It can be cheaper than formal training as done by existing employee and as a result can integrate a worker quickly which can also lead to increased productivity.
Off the job training
This would be participation in courses external to the organisation such as up skilling or attending college. It can bring about high quality training and a chance for workers to meet and exchange best practice ideas with workers of other industries.
Development
Development involves not just the acquisition of skills, but also the growth and development of the person. As people develop and grow, they become confident enough to seek promotion, gain transfers into other areas of the business.
Performance Appraisal
This is the process of setting performance standards for each employee and then evaluating their performance over time usually done by their superior. It is a way of helping people in the organisation to maximise their performance. Workers who score well may be rewarded and those who score badly may need to be given more training.
Performance Appraisal Method
- Set agreed targets and goals
- Carry our work programme agreed
- Report back on results
- Discuss performance
- Take Action
Wages and Salaries
This is the main way to reward employees.
Basic Wage (Flat Wage):
Fixed amount each week
Time Rate
Paid so much per hour worked. Hours worked in excess of this are paid at a higher rate. E.g. overtime.
Piece Rate
An employee is paid a fixed amount per item they make. Example €5 per product produced.
Commission
Employee receives a % of sales that they make.
Bonus
An additional lump sum when the employee reaches a target.
Share Ownership
Workers receive shares in the organisation as a bonus. If the firm is profitable, this will incentivise an employee to work harder.
Profit Sharing
Employees will be paid a % of profit which will motivate them to work as hard as they can in the business.
Benefit in Kind
This is non-cash sources of income, such as company car
Job Enlargement
Employees are given extra duties in order to relieve the boredom of work on top of their normal roles in the firm.
Job Enrichment
Employees are given greater responsibility in the workplace. They are given tasks intended to develop them and get them to use their full abilities and skills.
Improved Working Conditions
The employer may be flexible about what time the employees start and finish work. This is called flexitime. This is a very important reward, especially for commuters or people with young children. Longer holidays are also a way to reward people..
Job Sharing
Employees share a position in the workplace.
Ways of promoting good employee/employer relations
Establish procedures for potential conflict Management Training Value employees Recognise Unions Social Activities
Establish procedures for potential conflict
These procedures will exist to deal with conflict that may arise. They should be fair and worked out in advance
Management Training
Training managers on a continual basis is a great way of maintain positive employer/employee relations. On-going investment in training will help managers to keep the required skills up to date.
Value employees
Treat employees with dignity and respect. In addition the firm should respond to needs of workers by incorporating flexitime or job sharing schemes if possible.
Recognise Unions
Deal with unions fairly and honestly. Look at Ryanair
Social Activities
Like staff activities to boost team morale
