HUMAN RESOURCE

MANAGEMENT

Introduction
Human Resource Strategy
Human Resource Planning
Recruitment and Selection
Training and Development
Performance Management
Compensation
Employee Benefits
Employee Relations
Career Planning

HUMAN RESOURCES MANAGEMENT

IS ALL ABOUT:
GROUP EFFICIENCY
INDIVIDUAL PERFORMANCE

INDIVIDUAL
EFFECTIVENESS

INDIVIDUAL EFFICIENCY
Doing things the right way

Doing the right

things

Individual Performance Outputs of a

high quality and quantity
Doing things the right way: Doing the right things:
Executing a task correctly Involvement in goals
Doing more than the
set for work groups
and organisation
standard
Rendering outputs of high Positive attitude
quality and quantity
High morale
Restricting wastage and
Innovation
interruptions

HR Predictions for 2008:

Definition of jobs
Organisations

will not pay for the value of the job

but for the value of the person
Versatility will be a key factor in determining
employee value
Compensation systems will be linked to business
outcomes
All jobs will require higher levels of computer
skills
Positions will be organised in teams focused on a
task
Positions will be defined by competencies needed
to be performed
(Grobler et al, 2006)

HRM Issues and Challenges

Worker

productivity
Quality improvement
Downsizing, delayering, decruiting
Changing workforce
Globalisation
Impact of legislation
Quality of working life (QWL)
Technology and training
HIV Aids

Human Resource Strategy

A strategic

approach to HRM:
recognises impact of external environment
recognises impact of competition
recognises impact of labour market
dynamics
a long range focus (3 5 years)
focuses on choice and decision-making
considers all personnel
is integrated with overall corporate strategy

Strategic Human Resource

Management
Strategic

Human Resource Management

The process by which managers design the components

of a human resource system to be consistent with each

other, with other elements of organizational structure,
and with the organizations strategy and goals.
The objective of strategic HRM is the development of
an HRM system that enhances the organizations
efficiency, quality, innovation, and responsiveness to
customers.

Human Resource Planning

HRP as

part of strategic organisational

planning
The impact of good HRP
Steps in the planning process
Forecasting demand
Estimating supply skills inventories

Components
of a Human
Resource
Management
System

Recruitment and Selection

Factors

that influence recruitment

Recruitment sources
Recruitment methods
Legal considerations
Factors that influence the selection decision
Selection Process
Employment tests
Checks

The Recruitment and Selection

System

Training and Development

Training
Development
Strategic

Training Approaches:
Traditional training vs Virtual Training
3 principles of VT:
Employees are responsible for their growth
Most powerful learning takes place on the job
Improved performance hinges on the relationship
between manager and employee

Performance Management
Purpose

of Performance Management
Performance Evaluation
Legal considerations
Performance management and QA:
if the system itself prevents good work,
individuals will not be able to improve their
performance, even if they want to
(Deming)

Compensation
Why

compensation?
Factors influencing compensation
Elements of total compensation
Job hierarchies evaluation systems
Tenets of dynamic compensation:
Pay is a people issue
Pay is a communication tool
Pay must support vision, values, strategies
Pay must be aligned to a work culture
No single pay strategy is right for everyone

Employee Benefits
Types

of benefits mandatory
voluntary
Benefit planning

Employee Relations
Addresses

the employer-employee
relationship
Three parties in this relationshipdirectly employee and employer
indirectly the state
Rights of workers
Rights of management

Career Planning
By

the individual:
An individual sets career goals and
identifies the means to achieve them
By the organisation: (HR Planning)
Recruitment and Selection
Grooming people for posts
Career Development

Assignment
Case

Study
5 questions

Examination Questions
HRM

professional will need to focus on the

creation of value for the organisation.
With reference to this, discuss the current
issues and challenges facing Human Resource
Managers in contemporary business
organisations.

Critically

discuss the factors influencing human

resource recruitment and selection policies
within an organisation.

Examination Questions
Instructional

Systems Design (ISD) is

the basis for the most commonly used
training and development process used
within organisations.
Discuss the five phases of a training
process based on ISD.

Examination Questions
Discuss

compensation as a human resource

practice under the following headings:
4.1 The nature of compensation (5)
4.2 Factors influencing the determination of
compensation
(14)
4.3 Job-based compensation structures (6)

Critically

discuss the following statement:

Performance appraisal is the human resource
function most often criticised and whose
systems carry the greatest risk of either failing,
falling into disuse or degenerating towards a
meaningless, paperwork exercise.

Examination Questions
Define

the concept employment

relations
(4)
Describe the parties involved in
employment relations and their roles,
rights and duties
(12)
Discuss the approaches to employment
relations
(9)