Human Resource Management

Ing. Jana Moravcová, Ph.D.

Human Resource Management
• The division of a company that is focused on
activities relating to employees. These activities
normally include recruiting and hiring of new
employees, orientation and training of current
employees, employee benefits, and retention.
Formerly called personnel.
 Human Resource Management
• The department or support systems
responsible for personnel sourcing and
hiring, applicant tracking, skills
development and tracking, benefits
administration and compliance with
associated government regulations.
 Human Resource Management
• Human resources are the people who work for the
organization; human resource management is
really employee management with an emphasis on
those employees as assets of the business. In this
context, employees are sometimes referred to as
human capital. As with other business assets, the
goal is to make effective use of employees,
reducing risk and maximizing return on
investment (ROI).
 Human Resource
• The resource that resides in the knowledge, skills,
and motivation of people. Human resource is the
least mobile of the four factors of production, and
(under right conditions) it improves with age and
experience, which no other resource can do. It is
therefore regarded as the scarcest and most crucial
productive resource that creates the largest and
longest lasting advantage for an organization.
Roles of the HR Manager
 Qualities of a HR Manager
• Intelligence
• Educational skills
• Communication skills
• Executive skills
• Human skills
• Leadership skills
• Decision skills
• Free from bias
 Challenges to HRM
• Technological developments
• Changes in the political and legal environment
• Globalisation
• Socio-cultural factors
• Changing mix of workforce
• Trade unions
• Management of human relations
Basis for Determining Needs of
Employees

• Background information about its

employees
Requirements of organization
Specific InformationNecessary
for HRplanning
The Process
of HR
planning
 Barriers to HRplanning
• Time-consuming
• Expensive (time-consumming)
• Inaccuracy (forecasting)
 Recruitment
• It is the process by which a large number of
prospective candidates are attracted by various
methods to apply for the jobs.
• It is the process to discover the sources of
manpower to meet the requirements of the staffing
shedule and to eploy effective measures for
attracting that manpower in adequate numbers to
facilitate effective selection of an efficient
working force.
 Factors Affecting Recruitment
Internal Factors
• Organization's growth and expansion plans
• Organization's HRplanning strategy
• Recruitment policy
• Cost involved in recruiting employees
• Organization's size
• Role of trade unions
• Organizational structure and culture
• Company's image and operations
• Quality of work life
• Geographical spread of operations
 Factors Affecting Recruitment
External Factors
• Socio-economic factors
• Political and legal considerations
• Supply and demand of specific skill in labour market
• Employment rate
• Technological factors
• Employment exchanges
 Sources of Recruitment
• Internal sources
- includes: current epmloyees, former
employees, referrals from current emplyees,
previous-applicants.
• External sources
- includes: advertisement, employment
exchanges, campus recruitment,
consultants/private agencies, …
 Selection
• It is the process of screening job applicants
to ensure that the most appropriate
candidates are hired.
 Selection Procedure/Process
1. Recruited Candidates 8. Approval by the
2. Initial Contact Supervisor
3. Preliminary Interview 9. Selection Decision
4. Application Blank 10. Physical Examination
5. Psychological Tests 11. Job Offer
6. Interviewing 12. Contract of Employment
7. Checking References 13. Evalutaion
 Placement and Induction
• Placement refers to the determination of the
job to which an accepted candidate is to be
assigned and and his assignment to that job.
Contents of Induction
 Training and Development
• Training refers to any process by which the
aptitudes, skills and abilities of employees
to perform specific jobs are increased.
 Performance Apprasial
• It is the periodic, formal measuring and
evaluating an employee's performance, to
discover how and why the employee is
presently performing on the job and how the
employee can perform more effectively in
the future.
• Include: database, feedback, motivation,
career planning, …
Career Planning and Development
• It is deliberate process through which a
person becomes aware of personal career-
related attributes and lifelong series of
stages that contribute to his or her career
fulfillment. It has longer time frame and
wider focus.
• Formalized effort that recognizes people as
a vital organizational resource.
 Employee Compensation
• Employee compensation refers to the benefits
(cash, vacation, etc.) that an employee receives in
exchange for the service they provide to their
employer.
• Employee compensation is generally one of the
largest costs/expenses for any organization.
• Most employees are paid an hourly or annual
salary. Others are paid a variable rate that is based
on the performance of the employee.
 Employee Compensation
• Cash compensation consisting of wages or
salaries
• Retirement plans (employer contributions)
• Employer-paid health insurance
• Life insurance
• Paid leave for vacation and sick days
• Disability insurance
 Minimum Wage
• A minimum wage is the lowest
remuneration that employers may legally
pay to workers. Equivalently, it is the price
floor below which workers may not sell
their labor. Although minimum wage laws
are in effect in many jurisdictions,
differences of opinion exist about the
benefits and drawbacks of a minimum
wage.
 Working Conditions
• The conditions in which an individual or staff
works, including but not limited to such things as
amenities, physical environment, stress and noise
levels, degree of safety or danger, and the like.
• Generally speaking, working conditions cover a
broad range of topics and issues, from working
time (hours of work, rest periods, and work
schedules) to remuneration, as well as the physical
conditions and mental demands that exist in the
workplace.
 Points to Remember
• HRM, HR
• Qualities of a HR Manager
• Barriers to Hrplanning
• Recruitment – Internal/External Factors
• Selection
• Contents of Induction
• Training and Development
• Performance Apprasial
• Employee Compensation, Minimum Wage
• Working Conditions
Thank you for your attention.
 Literature
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