1. Human Resources Management

2. A management of a workforce or human resources

3. Purposes

7. Personnel Departments  Bureaucratic  Focusing on Recruitment  Reluctant to give roles  Not represented

8. What HRM Really Do

9.  Planning Workforce Needs  Recruiting and Selecting  Developing  Preparing Contracts  Involving Managers in the Development  Morale and Welfare Improvement  Pay Systems  Monitoring

10. Planning the Workforce Needs of the Business

11. The Number of Staffs Required  Forecast of Demand for the Firm’s Product  Productivity Levels of Staffs  Objective of the Business  Changes In Law  Labor Turnover and Absenteeism

12. The Skills of the Staff Required  The Pace of Technological Change  The Need of Flexible and Multi-Skilled Staffs

13. Recruiting and Selecting Staffs

14. 1. Drawing Up a Job Description

16. 2. Drawing Up a Person Specification  A Detailed list of the qualities, skills and qualifications that a successful applicant will need to have

17. 3. Job Advertisement Internal External

18. Internal  Within the business itself Benefits Applicants may already been known to the selection team Applicants will already know the organization and internal methods Culture of the organization will be well understood Quicker Cheaper Gives internal staffs chances Staff will not have to get used to new style of management approach if vacancy is a senior post

19. External  Through Newspaper, Recruitment Agencies, Government Job Centers Benefits New Ideas brought to the company Wide range of choices Avoid resentment Higher standard of applicant

20. 4. Conducting Interviews  To see if the applicants suit the organization 7-Point Plan: Achievements Achievements Skills Skills Intelligence Intelligence Interest Interest Manner Manner Physical Appearance Physical Appearance Personal Circumstances Personal Circumstances

21. Training, Developing and Appraising Staff

22. Introduction Training

23. On-the-Job Training GGGGiven at the work place BBBBy HR managers/ training officers CCCCheaper CCCControlled

24. Off the Job Training SSSSpecialist training center OOOOrganized by outside body EEEExpensive

25. Development  New Challenges  Opportunities  Additional Training (Courses) Appraisal  As a motivation (Herzberg’s Theory)  Held Annually

26. Managers Involvement in developing staffs

27. Drawing Up Contracts of Employment

28.  Stating:  Responsibilities  Working Hours  Rate of Pay  Holiday

29. Discipline and Dismissal of Employees

30. Unfair Dismissal  Pregnancy  Discrimination  Member of Union  Un-relevant criminal record

31. Fair Dismissal  Unable to do the job  Bad behavior  Ignore health & safety issues  Vandalism  Bullying

32. Staff Redundancies

33.  When we Dismissed employee because we no longer need their service

34. Employee Welfare

35.  Give support and counseling to employees;  Morale Booster  Loyal

36. Employment Contract

37.  Temporary Contract: Fixed Period of Time  Part-Time Contract: Less than the normal working hour  Flexi-Time: Flexible (can be called any time)  Outsourcing: The use of agency to recruit workers

38. ADVANTAGES o Reduce cost o Employees Substitutes o Assess efficiency before giving contract o Smaller office FirmWorker o Ideal contract (for some people) o Gets 2 jobs

39. DISADVANTAGES FirmWorker o More staff to manage o Less Communication o Not really motivated o Earning less o Lower rate payment o Low job Security

42. Types of Human Resources Management

43. Hard HRM  Focuses on:  Cutting Cost  Deciding Contract  Offering Maximum Flexibility with Low training Cost

44. Soft HRM  Focuses on:  Developing Staff