Human resource digital study guide

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Definition of HRM

What is HRM?

R=Is someone who mantain a workface that is both productive training new staff and even working with current staff in turn to helps the company meet its goals.

-"The effective management of organization workers so that they help the business achieve its corporate goals"

Human Resource Management teaches HRM strategies and theories that any manager—not just those in HR—needs to know about recruiting, selecting, training, and compensating people.

which are its key elements?

R=Take care of the worker protection, health and safety of employees, employee rights and developing the organizational culture in order to be a desirable and a comfortable place to work.

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Which are the 5 C's?

Critical thinking, compassion, creativity, curiosity and collaboration.

How many roles does HRM play?

7

Which of the following are considered Capital for an organization?

cash, valuables and goods

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What is HRM important for an organization?

Because they help to organize resources efficiently, they develop strategic plans, and they coordinate the activities of a business in order to achieve defined objectives.

HR Trends in 2020:

Automation via AI and RPA

 Virtual and augmented reality

 Employee experience

 HR guidance

 Real-time performance feedback

 The new way to work

 Generational shifts

 Worktask planning

 Wearable tech

 Greater integration capabilities

“SCOPE OF HRM”

Human Resource Planning

Design of Organization and Job

Selection and Staffing

Training and Development

Organizational Development

Compensation and Benefits

Employee Assistance

Union-Labour Relations

Personnel Research and Information System

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“SCOPE OF HRM”

Human Resource Planning: Right types of persons, Right time, Right place.

-They planning strategies for long-term and short-term.

Design of Organization and Job:

Job description

Organization

Relationship

authority

Responsibilities

Selection and Staffing:

Matching people for a job specification

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Training and Development:

Training needs they meet knowledge & skills

Organizational Development:

“Synergetic effect”

healthy interpersonal relationship

healthy intergroup relationship

Compensation and Benefits

Compensations and wages

-Meet fairness

-Equity criteria

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Employee Assistance

Worries removed

Personal problems

Official poblems

Union-Labour Relations

Healthy Industrial

Labour relations

Personnel Research and Information System

Continuous research

Improving exchange of information

Advancement of technology

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It is concerned with the welfare and happiness of employees

Sees employees as overheads, reosurces that can be replaced

Healthy interpersonal and inter-group relationship within the organizations

Involves matching people and their expectations with the job

Specifications and career path available within the organization

Salaries administration

Functions of HR

Strategic HR magement

Equal employment opportunity

Staffing

Talent management and development

Total rewards

Risk management and worker protection

Employee and labor relations

Strategic HR magement:

It determines the number and type of employees needed o accomplish organizational goals.

This function analyzes and determines personnel needs n order to create effective innovation teams.

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Equal employment opportunity:

Makes sure all labor laws and regulations are followed

Affects all other HR activities

Staffing:

The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs in an organization

Its main function

Talent management and development

Provides useful means of assuring that the employess are capablef performing their jobs at acceptable levels and more than that

HR development and succession planning of employees and managers is necesarry to preparefor future challenges

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Total Rewards

Compensation in the form of pay, incentives and benefits are the rewards given to the eployees for performing rganizational work.

Benefits are another form of compensation to employees other than direct pay for the work performed

Career planning has developed.

Risk mangement and worker protection

Ensures protection of workers by metting legal requirments

Employee and labour relations

Refers to the interaction with employees who are represented by a trade union

Unions are organization of employees who jointogether to obtain more voice in decision affecting wages,benefits,working conditionsand another aspects of employments

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Recruitment process

The overall aim of the recruitmnet and selections process is to obtain the right number and qualify of employees required to satisfy the human resource need of the organization.

Define requirement

Based on:

What the job description says about the content the job.

What the job specification says about the reqirement

It´s important that both are up to date

also includes decisions about these basic questions:

Are the task permanent or non permanent?

Is the job permanent or non permanent?

Which legal form of employment shall be applied?

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Attracting Candidates

Internal annoucement before external advertisement may be used

The work organisation-its main occupation and location.

The job-its tittle, main duties,ation

Qualifications and experience

Rewards and opportunities

Conditions any special factor and circunstances affecting the job

Applications-forms of application,closing date.

Contact information

Selecting Candidates

Selecting people aims at finding a person who can meet the requitmentsdescribed in the job description and job specification

Three basic questions are vital for a succesful recruitment:}

1-.Can the candidate do the job-is he/she cmpentent?

2-.Will andidate do the job is he/she motivated?

3-.How will the candidate fit into the organisation?

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Appointing an employee

1-.Selection Interew

A single one to one interview

series of one to one interviews at the end of wich interviewscmpare iews and discuss final conclusions

A board or panel interview with a group of interviews

2-.Selection tests

They provide more valid and reliable evidence of levels of intelligence,personality, characteristics,abilities and aptitudes.

3-.Taking reference

Phone or written

Introduction of an employee

Welcome the employee

Provide information about the past

Start doing the job and introduce him /her to coworkers

Induction in the working unit history of the company, unspoken rules (casual friday,trta tuesday), departments in the organization,organizational culture etc.