Introduction to Human Resource - honesty and integrity
Management - utilizing emotional intelligence
- communicate in a respectful way
Human Resource Management
2. Organization
- is a governance of an organization ’s
- manages the need of employees and
employees
business owners
- part of management process which
- handle situations under unexpected
develops and manages the human element
circumstances
of the enterprise considering their
3. Tech Savvy
resourcefulness in terms of total knowledge,
- have the skills in visual planning
skills, creative abilities, talents, aptitudes
software, digital spreadsheets and
and potentialities for effectively contributing
online databases to complete their job.
to the organizational objectives.
4. Flexibility
- assess and pick employees critically
- structure helps a business run
Roles of HRM smoothly
- how managers react to the situations
Recruitment and hiring that unexpectedly occur.
- attracting and retaining the best 5. Patience
talent in the industry is a priority. - life of an HR Manager
Training and development - may handle complains
- investing in training and - HR Managers should know how to
development benefits both employers control their emotions and self
and employees. 6. Negotiation
Employer-employee relations - negotiate accordingly
- HR Depts strive to help employers 7. Ethical Actions
and employees see each other as - requires a strong sense of ethics
mutual contributors to the company, - the ability to take actions that
fostering a positive dynamic between preserve the integrity of all parties
the two. involved.
Maintain company culture 8. Compassion
- HR managers may share the - employees have lives beyond the
company’s values, norms, and vision workplace.
with employees – familiarizing them - when an employee confides they are
with the overall ethos of the taking time off work, an HR manager
organization. shouldn’t ’t judge or interrogate them.
Manage employee benefits - save for yourself and set visions.
- HR Depts oversee both mandated 9. Commitment
and voluntary company benefits. - HR Specialist should genuinely care
- retirement benefits, incentives, extra about the state of the company.
leave, bonuses
Create a safe work environment Challenges Faced in HRM
- HR must ensure the workplace is a
a. Recruitment and Selection
free of danger.
- are key parts of the hiring process
- free from harassment and unethical
that allow companies to find and
behavior
attract the best talent.
Skills Needed in HRM b. Leadership development
- it is the process which helps expand
1. Communication the capacity of individuals to perform
- needs strong written and verbal in leadership roles within
communication to handle daily tasks organizations.
and meet company standards. c. Managing a diverse workforce
- active listening skills - -it is acknowledging people
differences and recognizing these easier to hire the right people, determine
differences as valuable. appropriate compensation and create
d. Compliance with employment laws training programs.
- processes and procedures within a
Workforce Operations
specific program to ensure adherence
- creating health and safety policies,
to government regulations and laws.
responding to employee grievances, working
e. Engaging Employees
with labor unions, etc., can help support
- -refers to the level of emotional
regulatory compliance. Performance
commitment, dedication, and
measurement
involvement that employees have
- evaluating performance is important
towards their work, the organization
because it not only fosters employee growth
they work for, and its goals.
through constructive feedback, but also
f. Compensation and Benefits
serves as a guide for raises, promotions and
- structuring employee compensation
dismissals.
and benefits are another emerging
challenge of HRM. Incentive programs
g. Trade Union Demands - recognizing achievements and rewarding
- some trade unions have unrealistic high performers with bonuses and other
demands that contribute to human perks is a proven way of motivating
resource management challenges. employees to take ownership of business
h. Retaining the Best Talent objectives.
- you should also create a conducive
work environment, provide room for Professional development
career development, and motivate - from orientation to advanced educational
them to perform better. programs, employee training serves to
i. Maintaining Worker’s Health and improve productivity, reduce turnover and
Safety at Workplace minimize supervisory needs.
- HR professionals must ensure that What are the responsibilities of human
the workplace is conducive enough to resource management?
accommodate employees without
affecting their health. HR professionals generally are tasked with
j. Organizational Data and Integrity creating and administering programs that
Management improve workplace efficiency and employer-
- their data are at risk of leaking into employee relationships. Within this broad
the wrong hands. assignment are several different, but critical
responsibilities, such as:
Functions of HRM
HR functions can vary depending on Staffing
industry, businesses size, and the types of - staffing a business or an individual
workers employed. department requires several key steps.
Hiring managers must first determine how
In most cases, the primary objectives are: many new employees the budget can
to acquire and cultivate talent and support, then find and interview qualified
improve communication and candidates, and finally, make selections and
cooperation among workforce negotiate compensation.
members. Developing workplace policies
Other key human resource management - if it’s determined that a new or revised
functions include: policy is needed, HR professionals typically
consult with executives and other managers,
Job Analysis write the supporting documentation and
- determining the skills and experience communicate it to employees. Policies may
necessary to perform a job well may make it cover vacations, dress codes, disciplinary
actions and other types of workplace - Safety
protocol. - Diversity
5. Share and Monitor the Plan
Administering pay and benefits
- to attract and retain talent, compensation Writing the Strategic Plan
must meet industry standards and be
Strategic plans are helpful business tools
comparable to what other employees in
that assist organization in setting clear
similar roles are being paid. Creating such a
objectives, carrying out concrete actions, and
fair pay system requires careful
tracking their success.
consideration of an employee’s years of
service with the business, experience level,
education and skills.
Chapter 2
Developing and Implementing Strategic 7 Steps in Writing the Strategic Plan
HRM Plans 1. Consider the company mission
HRM is not only crucial to an organization’s - an organization's mission statement
success, but it should be part of the outlines the company's activities.
company’s overall strategic plan. When founding a company, business
executives frequently develop a
Strategic Planning plays an important role in mission statement and record it for
how productive the organization is. future use.
2. State Key Values
Strategy
- company values serve as a guide for
- a comprehensive game plan for attaining
how members of the team and the
your organization’s goals.
organization should act to realize the
Strategic Plan shared vision.
- is often set of actions a business must 3. Establish a communal vision
follow to achieve a goal. - the company's future aspirations are
referred to as its vision.
HRM Focus:
4. Develop Focus Areas
Helping to achieve strategic goals - the top priorities that the
through people. organization intends to concentrate its
HRM training programs that are efforts on to realize its vision are
integrated with company’s mission known as focus areas.
and values. 5. Create Specific Objectives
Line managers share joint - these goals are expected to direct
responsibility in all areas of people the remainder of your strategic plan
hiring and management and ensure a company stays on track
to meet and surpass expectations.
Steps to develop a Strategic HR Plan 6. Describe Projects
1. Identify future HR Needs - enumerating initiatives that the
2. Consider Present HR Capabilities company can carry out to achieve its
3. Identify gaps between future goals can infuse energy into a
needs and present capability strategic plan.
4. Formulate Gap Strategies 7. Define Key Performance Indicators
- Job Design - it is a measurable metric utilized to
- Staffing assess the achievement of a company,
- Performance Management employee, etc., in reaching
- Compensation performance goals.
- Training
- Employee Relations
