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What is the definition of human resources? William R.

Tracey, in The Human Resources Glossary defines Human Resources as: The people that staff and operate an organization as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ... Long a term used sarcastically by individuals in the line organization, because it relegates humans to the same category as financial and material resources, human resources will be replaced by more 5/2/12 customer-friendly termsin the future.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
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Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

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Human Resource Management is also a strategic and comprehensive approach to managing people and the workplacecultureand environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
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Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected toadd valueto the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRMinvolves strategic directionand HRM metrics and measurementsto 5/2/12

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

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Performance Management, Evaluation, Review, Improvement Managers cite performance appraisals or annual reviews as one of their most disliked tasks. Performance management eliminates the performance appraisal or annual review and evaluation as the focus and concentrates instead on the entire spectrum of performance management and improvement strategies. These include employee performance improvement, performance development, training, crosstraining, challenging assignments, 360 5/2/12 degree feedback and regular performance

Many writers and consultants are using the term performance management as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. A performance management system includes the following actions.

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Develop clear job descriptions. Select appropriate people with an appropriate selection process Negotiate requirements and accomplishment-based performance standards, outcomes, and measures. Provide effective orientation, education, and training. Provide on-going coaching and feedback. Conduct quarterly performance development discussions. Design effective compensation and recognition systems that reward people for their contributions. Provide promotional/career development opportunities for staff. Assist with exit interviews to understand WHY valued employees leave the organization
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Employee Motivation, Recognition, Rewards, Retention Employee motivation, positive employee morale, rewards and recognition are explored in these resources. What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your reward and recognition system contribute to or deflate employee 5/2/12 motivation, positive morale and

Ways to Foster Employee Motivation Employee motivation is a continuing challenge at work. Particularly in work environments that dont emphasize employee satisfactionas part of an embraced and supported overall business strategy, supervisors and managers walk a tough road.
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Employee motivation describes an employees intrinsic enthusiasm about and drive to accomplish work. Every employee is motivated about something in his or her life. Enabling employee motivation in pursuit of work accomplishments is the challenge. Employee motivation is situational. Employee motivation depends upon the needs and wants that are intrinsic to the employee and the employees expectations and needs from work. And, it is the interaction of these employee needs and wants with your company's values, employee practices and policies, your expectations of the employee, the quality of your leadership and supervision, the health of your industry, the competitiveness of the job market, and the economy, that enables employee motivation in your workplace or not.
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1. You can, daily, take actions that willincrease employee satisfaction. Recommended are actions that employees say, in a recent Society for Human Resources Managem survey, are important to their job satisfaction. Management actions in these areas will create a work environment conducive to employee motivation.
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Provide the opportunity for employees to develop their skills and abilities. Employees want to continue to develop their knowledge and skills. Employees do not want jobs that they perceive as no-brain drudge work. v Allow staff members to attend important meetings, meetings that cross functional areas, and that the supervisor normally attends. v Bring staff to interesting, unusual events, activities, and meetings. Its quite a learning experience for a staff person to 5/2/12 attend an executive meeting with you or

Make sure the employee has several goals that he or she wants to pursue as part of every quarters performance development plan (PDP). Personal development goals belong in the same plan. Reassign responsibilities that the employee does not like or that are routine. Newer staff, interns, and contract employees may find the work challenging and rewarding. Or, at least, all employees have their turn. Provide the opportunity for the employee to cross-train in other roles and responsibilities. Assign backup responsibilities for tasks, functions, and projects.

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v Provide more authority for the employee to selfmanage and make decisions. Within the clear framework of the PDP and ongoing effective communication, delegate decision making after defining limits, boundaries, and critical points at which you want to receive feedback. v Expand the job to include new, higher level responsibilities. Assign responsibilities to the employee that will help him or her grow their skills and knowledge. Stretching assignments develop staff capabilities and increase their ability to contribute at work. (Remove some of the timeconsuming, less desirable job components at the same time, so the employee does not feel that what was delegated was more work.)

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v Provide the employee a voice in higher level meetings; provide more access to important and desirable meetings and projects. v Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence. v Provide more opportunity for the employee to impact department or company goals, priorities, and 5/2/12 measurements.

These are seven consequential ways in which a manager or supervisor can create a work environment that will foster and influence increases in employee motivation - quickly. 1. Communicate responsibly and effectively any information employees need to perform their jobs most effectively. 2. Employees want to be members of the in-crowd, people who know what is happening at work as soon as other employees know. 3. They want the information necessary to do their jobs. They need enough information so that they make good decisions about their work.

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Meet with employees following management staff meetings to update them about any company information that may impact their work. Changing due dates, customer feedback, product improvements, training opportunities, and updates on new departmental reporting or interaction structures are all important to employees. Communicate more than you think is necessar
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Stop by the work area of employees who are particularly affected by a change to communicate more. Make sure the employee is clear about what the change means for their job, goals, time allocation, and decisions. Communicate daily with every employee who reports to you. Even a pleasant good morning enables the employee to engage with you.
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Hold a weekly one-on-one meeting with each employee who reports to you. They like to know that they will have this time every week. Encourage employees to come prepared with questions, requests for support, troubleshooting ideas for their work, and information that will keep you from being blindsided or disappointed by a failure to produce on schedule or as committed.
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Communicate openly, honestly and frequently. Hold whole staff meetings periodically, attend department meetings regularly, and communicate by wandering around work areas engaging staff and demonstrating interest in their work. Implement anopen door policyfor staff members to talk, share ideas, and discuss concerns. Make sure that managers understand the problems that they can and should solve will be directed back to them, but it is the executives job to listen. Congratulate staff on life events such as new babies, inquire about vacation trips, and ask about how both personal and company events turned out. Care enough to stay tuned into these kinds of employee life events and 5/2/12 activities.

EmployeeHandbook
Definition: An employee handbook is a compilation of the policies, procedures, working conditions, and behavioral expectations that guide employee actions in a particular workplace. Employee handbooks generally also include information about the company, employee compensation and benefits, and additional terms and conditions of employment.
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Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful terminationclaims, and discrimination claims. Employee handbooks generally contain a code of conduct for employees that sets guidelines around appropriate behavior for the individual workplace. Progressive discipline and procedures for making a complaint are also in most employee handbooks. In locations where at-will employment exists, the at-will employment statementis in the 5/2/12 employee handbook.

Employees are expected to review and be familiar with the contents of the employee handbook. A majority of employers ask employees to sign a statementto demonstrate that the employee has read the employee handbook and agrees to abide by the contents. This signed dochandbook. ment acknowledges that the employee understands and has received a copy of the employee handbook.
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Employee evaluation Definition: An employee evaluation is the assessment and review of a workers job performance. Most companies have an employee evaluation system where in employees are evaluated on a regular basis (often once a year). Regular employee evaluation helps remind workers what is expected of them in the workplace, and provides employers with information to use when making employment decisions, such as promotions, pay raises, 5/2/12 and layoffs.

Employee evaluations are an important part of maintaining a motivated and skilled workforce. Employer's should evaluate and assess their employees on a regular basis, not only for the company but also for the employee to receive feedback on they quality of work they do. Some of the key topics that should be covered in a thorough employee evaluation are:
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work processes and results communication skills decision making skills interpersonal skills leadership skills planning skills program/project management interacting with external environment
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Goals of Employee Performance Evaluation These are goals of an effective employee evaluation process. The employee and the supervisor are clear about the employees goals, required outcomes or outputs, and how the success of the contributions will be assessed. The goals of the best employee performance evaluations are also employee development and organizational improvement. The employee performance evaluation helps employees accomplish both personal development and organizational goals. The act of writing down the goals takes the employee one step closer to accomplishing them.
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Employee performance evaluation provides legal, ethical, and visible evidence that employees were actively involved in understanding the requirements of their jobs and their performance. The accompanying goal setting, performance feedback, and documentation ensure that employees understand their required outputs.

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The employee performance evaluation provides evidence of non-discriminatory promotion, pay, and recognition processes. This is an important consideration in training supervisors to perform consistent, regular, non-discriminatory employee performance evaluations. The documentation of success and failure to achieve goals is a critical component of the employee performance evaluation process.
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Employee satisfaction Definition: Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work 5/2/12 environment
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Factors contributing to employee satisfaction include treating employees withrespect, providing regular employee recognition,empowering employees, offering above industryaverage benefits and compensation, providing employeeperksand company activities, and positive management within a success framework of goals, measurements, and expectations.
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Effective Employee recognition is not just a nice thing to EmployeeRecognitionis a communicati people. Employee recognition

tool that reinforces and rewards the most impor outcomes people create for your business. Whe recognize people effectively, you reinforce, with chosen means of recognition, the actions and behaviors you most want to see people repeat. effective employee recognition system is simple immediate, and powerfully reinforcing
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When you consider employee recognit processes, you need to develop recognition that is equally powerful for both the organization and the employe You must address five important issues you want the recognition you offer to b viewed as motivating and rewarding by your employees and important for the success of your organization.

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The Five Most Important Tips for Effective Recognition You need to establish criteria for what performance or contribution constitutes rewardable behavior or actions. All employees must be eligible for the recognition. The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized. Anyone who then performs at the level or standard stated in the criteria receives the reward.
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The recognition should occur as close to the performance of the actions as possible, so the recognition reinforces behavior the employer wants to encourage. You don't want to design a process in which managers "select" the people to receive recognition. This type of process will be viewed forever as "favoritism" or talked about as "it's your turn to get recognized this month." This is why processes that single out an individual, such as "Employee of the Month," are rarely effective.
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Here are ten ways to show your appreciation to employees and coworkers. Praise something your coworker has done well. Identify the specific actions that you found admirable. Say "thank you." Show your appreciation for their hard work and contributions. And, don't forget to say "please" often as well. Social niceties do belong at work. A more gracious, polite workplace is appreciated by all.
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Ask your coworkers about their family, their hobby, their weekend or a special event they attended. Your genuine interest - as opposed to being nosey causes people to feel valued and cared about. Offer staff members flexible scheduling for the holidays, if feasible. If work coverage is critical, post a calendar so people can balance their time off with that of their coworkers.
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Know your coworkers interests well enough to present a small gift occasionally. An appreciated gift, and the gesture of providing it, will light up your coworkers day. If you can afford to, give staff money. End of the year bonuses, attendance bonuses, quarterly bonuses and gift certificates say "thank you" quite nicely.TechSmithstaff receive a percentage of their annual salary for 5/2/12 their end of year bonus.

Almost everyone appreciates food. Take coworkers or staff to lunch for a birthday, a special occasion or for no reason at all. Let your guest pick the restaurant. Create a fun tradition for a seasonal holiday.ReCellularemployees draw names for their Secret Santa gift exchange. Alison Doyle, About's Guide toJob Searching, also works inCareer Servicesat Skidmore College where they do a "gift grab" at their holiday party.

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Human Resource Planning - HRP What Does Human Resource Planning - HRP Mean? The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.

Read more: http://www.investopedia.com/terms/h/human-resource-planning.asp#

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