Human Resources

Management

Group Members

Samantha MastersTravis Burke Christopher Wint Sean Rodney Sonya HallNorda England

Nickol Swaby Jowayne Walters Kadian Lambert

Overview of the human resource management:

StructureRoleFunctionsRecruitmentSelection Process

Objectives

Human Resources

Definition : Human Resources is the strategy that 

resides in the knowledge, skills, and motivation of people.

Human Resource Management

Definition : Human resource management is the management of an organization's workforce, or human resources.

It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment.

Areas in HR Management

There are three key areas that comprise human resource management in an organization :

Structure Roles and Skills Recruitment Process

In HR we deal with issues such as pre-selection, selection, and post-selection

Pre-selection we plan—organizations decide what types of jobs are going to exist and what are the qualifications.

During the selection phase, the organization selects the employees:Recruiting applicantsAssessing their qualificationsSelecting those most qualified

HRM

Organizational Structure in HRM

Functional Structure: as the name implies, employs a functional department scheme with relatively high levels of centralization. High levels of centralization tend to go naturally with functional departmentation because individual needs in the structure are so specialized that members of the unit may have a weak conceptualization of the overall organization mission. Thus, they tend to identify with their department and cannot always be relied on to make decisions that are in the best interest of the organization as a whole.

Divisional Structure: a work-flow departmentation scheme with relatively low levels of centralization. Units in these structures act almost like separate, self-sufficient, semi-autonomous organizations

Organizational Structure

Identify the critical activities needed to carry out the organization’s strategy

Understand the relationships between these activities (the degree of interdependence)

Group the activities into organizational unitsDetermine the degree of authority and

independence of each of these unitsProvide for coordination between the various

units.

Process for Creating an Organization’s Structure

Executive role – in this role the HR department is viewed as the specialist in the areas that encompass Human Resources or people management.

Audit role – in this capacity the HR department will check other departments and the organization as a whole to ensure all HR policies such as Health & Safety, Training, and Staff Appraisal etc are being carried out in accordance with the company’s HR policy.

Facilitator role – in this role, the HR department helps or facilitates other departments to achieve the goals or standards as laid out in the HR policies of the organization. This will involve training being delivered for issues that arise in the areas relating to people management.

Consultancy role – the HR department will advise managers on how to tackle specific managing people issues professionally.

Service role – in this capacity the HR department is an information provider to raise awareness and inform departments and functional areas on changes in policy.

Roles Of Human Resources

Manpower Planning- it involves the planning for the future and finding out how many employees will be needed in the future by the business and what types of skills they should possess.

Job analysis and Job description- Job analysis and Job description HR Department is also involved in designing the Job analysis and Job description for the prospective vacancies. A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

Determining wages and salaries- HR Department is also involved in conducting market surveys and determining the wages and salaries for different position in an organization. These decisions may be taken in consultation with top management and the Finance department.

  Recruitment and Selection- One of the most important jobs HR departments

is to recruit the best people for the organization. This is of crucial importance as the success of any organization depends on the quality of its workforce. 

Function of Human

Resources

Training and Development- HR departments constantly keep a watch over the employees of the organisation. In order to improve efficiency level of the employees they have to undergo regular trainings and development programmes.  All trainings and development needs are carried out by this department. Training might include on the job or off the job training.

Employee welfare and motivation- HR Department conducts various employee welfare activities which might include employees get together, annual staff parties etc. HR department also reviews organizational policies and its impact on the motivation of the employees.

Addressing employees’ grievances- HR department is the link between the workers and the management. Employees’ grievances related work environment are usually entertained and resolved by the HR Department.

Labour management relations- For the smooth operation of any organization, it is crucial to have good labour management relations. HR departments have to ensure that these relations are cordial. In case of any labour-management conflict the HR Department will play a vital role in bringing both management parties to the negotiation table and resolving the issue.

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Labour management relations- For the smooth operation of any organization, it is crucial to have good labour management relations. HR departments have to ensure that these relations are cordial. In case of any labour-management conflict the HR Department will play a vital role in bringing both management parties to the negotiation table and resolving the issue.

Implementing organizational policies- HR Departments have to coordinate with line managers and see that the organizational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees who are not following organizational rules and regulations. All these actions are conceived and implemented by the HR department.

Implementing organizational policies- HR Department has to coordinate with line manager and see that the organizational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees who are not following organizational rules and regulations. All these actions are conceived and implemented by the HR department.

Recruiting Process

Advertising is commonly part of the recruitment process, an can occur through several mean, -through newspapers,-through professional publication,-through a job center,-through campus interview, to name a few

Recruiting Process

Motivation- internal recruitment acts on an incentive to employees to work harder and improve their performance through learning and practice within and organization.

Simple process of selection- internal recruitment simplifies the process of selection and placement as the employees can be evaluated more accurately and economically and are already known to the organization.

Shorter training period- in the case of internal recruitment employees within sight knowledge of the business operations will need shorter periods of training and time for fitting in. they also don’t need induction training.

Efficient use of human resources- through internal recruitment, and organization may shift workforce from the surplus departments to those where there shortage of staff.

Cheaper source- of recruitment filling of jobs internally is quicker and less expensive than recruiting candidates from external sources

Advantages in Recruiting process

Limited choice- internal recruitment the reducing of trapping a fresh talent available in the market outside the organization.

Stagnation of skills – the employees may become lethargic if they are sure of time-bound promotion. This may affect their skills as well as productivity and efficiency of an organization in the long run.

Discourage competition- internal recruitment hampers the spirit of competition among the employees by not giving opportunity to otherwise competent candidates from outside the organization.

Reduce productivity- frequent transfers of employees may often reduce the productivity of an organization.

Increase conflicts- internal recruitment may increase the chances of employee discontent in an organization.

Disadvantages in Recruiting Process

This is to identify and checking the best person out of number of prospective persons for a job.

Selection Process

Job offer Preliminary screeningSelection testEmployment interview Reference and background checksSelection decision Medical examinationContract of employment

Selection Process

Preliminary screening- is the process of checking the contents of the application by an organization to ensure that the minimum eligibility contents such as experience, necessary qualifications and skills are fulfilled by the candidates.

Selection test- after screening the applications, the organization calls the eligible candidates for selection tests. The purpose of these is to measure skills and abilities of the candidates in terms of the job. These are different types of screening selection test, intelligence test, aptitude test, personality test, trade test, and interest test.

Employment interview- very important step in the selection process. Interview is a formed face-to-face an in-depth conversation conducted to evaluate the applicant’s suitability for the job.

Reference and background checks- managers cannot based their judgment on any test like balanced temperament, loyalty, honesty, etc. hence, many employees names, addresses, and telephone numbers of references for the purpose of verifying information and gaining information of an applicant, teacher, past employers, university lecturers can act as references.

Selection decision- an organization takes the final decision among the candidates who pass the tests, interviews and reference checks the manager, has to make sure the pick the right candidate, because they will be for the employee.

Medical examination- after the selection decision, the candidates are required to undergo a medical examination and get certificates of medical fitness. The medical examination indicates what the selected candidates are physically fit for the job.

Job offer- this is for candidates who are successfully through the medical. A job offer by an organisation obtains set by which the appointee must report on duty, details regarding salary, terms of employment, employment bond if any etc. candidate can act or reject the offer.

Contract of employment- if the candidates accept the job offer, certain documents need to be executed by the employee and the candidates. One such document is the association form which contains certain vital details about the candidate which are authenticated and attested by him or her. A written contract of employment may contain the following headings job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, disciplinary procedure, work rules, termination of employment.

Robinson, Gary. Introduction to Management. Carlong Publisher 1995.

Robertson, Carlene. Human Resource Management. Carlong Publisher 1985.

Human resource management from http.www.humanresourcesmanagement.com.

University of California, Riverside.(2013, June 24). Retrieved from

http://hr.ucr.edu/recruitment/guidelines/process.htmlJohn Christian.(2010,September 5) HR Organizational structure. Retrieved from

http://hr.toolbox.com/wiki/index.php./HR_organizational_structure

Reference