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Http://Www.bized.co.Uk

Http://Www.bized.co.Uk

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Published by Satyam mishra

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Published by: Satyam mishra on Nov 22, 2009
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http://www.bized.co.

uk

Human Resource Management

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Human Resources Management

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Recruitment

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Recruitment
• The process by which a job vacancy is identified and potential employees are notified. • The nature of the recruitment process is regulated and subject to employment law. • Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
Copyright 2007 – Biz/ed

http://www.bized.co.uk

Recruitment
• Job description – outline of the role of the job holder • Person specification – outline of the skills and qualities required of the post holder • Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Selection

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Selection
• The process of assessing candidates and appointing a post holder • Applicants short listed – most suitable candidates selected • Selection process – varies according to organisation:
Copyright 2007 – Biz/ed

http://www.bized.co.uk

Selection
• Interview – most common method • Psychometric testing – assessing the personality of the applicants – will they fit in? • Aptitude testing – assessing the skills of applicants • In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer • Presentation – looking for different skills as well as the ideas of the candidate

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Employment Legislation

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Employment Legislation
• Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business

Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Discrimination
• Crucial aspects of employment legislation:
– Race – Gender – Disability

Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers. Copyright: Mela, http://www.sxc.hu

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Discipline

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Discipline
• Firms cannot just ‘sack’ workers • Wide range of procedures and steps in dealing with workplace conflict
– – – – – – Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Development

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Development
• Developing the employee can be regarded as investing in a valuable asset
– A source of motivation – A source of helping the employee fulfil potential

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Training

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Training
• Similar to development:
– Provides new skills for the employee – Keeps the employee up to date with changes in the field – Aims to improve efficiency – Can be external or ‘in-house’

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Rewards Systems

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Rewards Systems
• The system of pay and benefits used by the firm to reward workers • Money not the only method • Fringe benefits • Flexibility at work • Holidays, etc.
Copyright 2007 – Biz/ed

http://www.bized.co.uk

Trade Unions

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Trade Unions
• Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership

Copyright 2007 – Biz/ed

http://www.bized.co.uk

Productivity

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Productivity
• Measuring performance:
• How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal
– Meant to be non-judgmental – Involves the worker and a nominated appraiser – Agreeing strengths, weaknesses and ways forward to help both employee and organisation

Copyright 2007 – Biz/ed

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