DAY 1
Topic of the day
Various definitions of HRM
What is the main aim of HRM
Objectives of HRM
5Ps HRM model and its purpose
Human resource function
Definition of managerial and operational function
Human resource activities
Human resource specialists and its duties
DEFINITION OF HRM
Human resource management is the strategy and coherent approach to the efficiency and efficient management of people in a company or organization such that they help the business gain a competitive advantage.
AIM OF HRM
To work with the employees and management in order to ensure that the organization is established , the organization are doing the right thing, the organization are making profits.
Human resource management is the practice of recruiting, hiring, deploying, and managing an organization and is employees.
The ability to recruit, to hire, to get the right candidate suitable for the job vacancy or that job position is what is referred to as human resource management.
Human resource management in also the process of employing people, training them, compensating them, developing policies related to them and developing strategies to retain them.
In an organization, when someone is employed , these new employee need to undergo what we call training which would make the employee know what to do and what not to do, the steps expected of them to develop and meet up with the goal of the organization.
Human resource management is also a contemporary umbrella used to describe the management and development of an employee in an organization. It is also called personal or talent management.
A human resource manager must know how to manage employees of different kinds, ranging from the difficult ones to the easy ones.
The main aim or major purpose of HRM is to ensure that the right people with the right skills for the right job position in the organization are employed. The moment the wrong people with the wrong skills are employed, the very moment the position becomes vacant.
An HRM does not employ base on relations, that is, family and friends.
Note that an HRM who does not do his or her job well will put the organization in disorder.
OBJECTIVES OF HRM
Organization mission – contributing to the overall strategic goals and value of the company.
Personal adversement – to be able to help every employee progress and remain successful in their career. Be their mentor and guide as the employees tend to look up to you.
Organization support – to be able to ensure the efficiency in employee’s recruitment, management and retention.
Procedure administration – an HRM must be able to authorize the best practices and official policies which include a benefit structure. To be able to build up benefit structure, placing values on the right things to be done so the employees can see them and whoever does the right thing will get rewarded accordingly.
Cultural growth – This mean putting policies in place that makes employees feel valued, motivated and engaged. As an HRM expert, it is not advisable to disregard employees of any kind and in any way. When employees are valued, motivated and engaged, they feel they can always do better at what they do.
5PS HRM MODEL AND ITS PURPOSES
The 5P HRM model is a comprehensive for m of strategic human resource management developed in 1992 by Randall S. Schuler, a world renowned scholar specializing in global human resource management, strategic human resource management, the role of human resources in organizations and the relationships between corporate strategy and human resource management.
PURPOSE OF 5P HR MODEL
The purpose of the model is to ensure that all aspects of the organization are working towards the same goals. This is done by defining and communicating the company values, vision and mission. The principles of the model are to ensure that all employees have equal access to resources, communication channels and opportunities.
THE 5P OF HR MODEL includes;
Purpose – the organization visions, mission and primary goals should aim to provide the overall purpose and direction the organization is pursuing, as well as to guide and influence decisions affecting the organizations and their stakeholders.
Principles – these are defined as operational protocols or guidelines that serve as a basis for achieving a desired outcome or income. They are generally established to prove guidance, set standard and d promote consistency within an organization by providing a set of rules and expectations, rules help ensure that decisions are made in a consistent, informed and meaningful manner.
Process – it basically includes architecture, policies and regulations, systems and process, therefore the ways of working are always connected to the purposes and principles set out in the 5P human resource management model.
People – these are the most important asset of any organization and their skills, knowledge and hard work play a key role in achieving the organization goals.
Performance – ultimately, performance is an outcome that can be tracked and monitored with appropriate standards. It is the culmination of hard work, dedication and the right strategic; performance is the key to success in any business and must be closely monitored to ensure the success.
HUMAN RESOURCE FUNCTIONS
Generally, HRM is concerned with hiring, motivating and maintaining workforce within the organization or businesses. It is the duty and the responsibility of the HRM expert to ensure that the right candidate is employed for a job position so that the organization can function properly.
The function of HRM includes;
Managerial functions
Operative functions
MANAGERIAL FUNCTIONS
This deals with the management of the organization. It can be classified into 4 (four) groups.
Planning
Organizing
Directing
Controlling
PLANNING
This means the management process concerned with defining goals for a future direction and determining on the mission and resources to achieve those goals. This includes business plan or marketing plans.
ORGANIZING
This means the process of identifying and grouping the work to be performed, designing and delegating responsibilities and authorities, and establishing relationship for the purpose of enabling people to work most efficiently together in accomplishing these objectives and goals.
DIRECTING
This includes activating employees at different levels and making them contribute maximum towards the organizational goals. To do this consistently, an HRM experts needs to keep the employees motivated.
CONTROLLING
Post planning, organizing and directing ensures that the performance of an employee is checked. As an HRM expert, always check and verify and compare with the goals of the organization.
OPERATIVE FUNCTIONS
This deals with the tasks or duties of the organization.
Recruiting or hiring is a process which rings a pool of prospective candidate who can help the organization achieve their goals and allow management to select the right candidate from the given pool.
Performance appraisal – a HRM must check and analyze employee performance.
Employee welfare – the HRM should take care of numerous service benefits and facilities provided to the employees for their well being.
Personal records – this function involves recording, maintaining and retrieving employee related information including employment history, work hours and earning history.
Salary administration – the HRM departments also determines the pays for different types of jobs and includes compensation, bonuses, and incentives to the employees.
Training and development – all employees must acquire new skills and knowledge to perform their work effectively.
Job analysis and job design – job analysis is the act of describing the nature of job like qualifications, skills and work experience required for the specific job position while job design includes outlining tasks, duties and responsibilities into a single work unit to achieve a certain goal.
HUMAN RESOURCE ACTIVITIES
These includes recruitments, training and developments, payroll, employees and labor management relation, human resource planning, wages and salary administration, performance appraisal, job analysis , compensation, motivation, industrial relation and health, safety and security.
Recruitments – this is one of the major functions of HRM to attract and maintain skilled, experienced, dedicated and well motivated employees. A high level of resources and commitment is essential when recruiting candidates. An HRM should make sure that the candidate is committed, has high level of resources and can add values to the job. However, this involves various tasks and this includes;
Developing job specifications
Advertising
Sorting applications
Job interviews
Posting
Training and development – these can be on the job and refresher trainings for new and existing employees. These can also be classified into two types which includes; (i) on the job – mostly for existing employees (ii) off the job – mostly for new employees
Payroll – keeping accurate and on time payroll compensation to everyone e at the organization is one the chief duties of the HRM. The HRM experts must pay off their employees on time as delaying can have various negative effects on employees.
Employees and Labor management relationship – managing a good relationship between the employees and the management is another key role of the HRM. An HRM expert must protect the rights of the employees at all times whether it is being represented or not. An HRM must also be able to establish a bond with the staffs of the organization.
Human resource planning – this deals with anticipating futures and avoiding predicted problems. As an HRM expert, you must be able to plan ahead of time and also prepare for damages to be covered.
Job analysis – this provides knowledge of man power planning.
Wages and salary administration – a better range and salary system in an organization enables and attract and also keeps employees for a long time which also motivate them to perform at their best.
Compensation – this is also very important for the HRM department to attract, motivate and retain employees.
Motivation – intellectual, biological, emotional and social aspects determines the motivation among individuals. An HRM should be able to motivate all the staffs as lack of motivation often leads to performance defects in an organization and decreases productivity.
Health, safety and security – this is a very important aspect as long as an organization is concerned. An HRM must ensure that the well being of the staffs are protected and not feel their lives are in danger or their health is in jeopardy if they continue working in the organization. An example is the NHI A services etc.
HUMAN RESOURCE SPECIALIST
Human resource specialists are trained in all aspects of human resources, so they are equipped with the knowledge and skills to handle personal issues within an organization, recruit and hire new talent, and facilitate training and on –boarding into the company. A human resources specialist therefore recruit, screen, interview and place workers, they often handle tasks related to employees retentions, compensations, benefits and training.
DUTIES OF HUMAN RESOURCE SPECIALISTS
Keep employees record and process paper work.
Consult with employers to identify employment need.
Inform applicant about job details such as duties, benefits, and working conditions.
Hire or refer qualified candidates for employees.
Interviews applicant about their experience, education and skills.
Contact references and perform background checks on job applicants
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