MGMT10002 Lecture Notes - Lecture 10: Human Resource Management, Performance Appraisal, Employer Branding
19 Jun 2018
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PRINCIPLES OF MANAGEMENT LECTURE 10
Strategic Human Resource Management and Managing Diversity
Strategic human resources management:
Human capital asset: the collective sum of the attributes, life experience, knowledge, inventiveness, energy and
enthusiasm that its people choose to invest in their work.
Human resource management refers to the design and application of systems, policies and practices to ensure the
effective building and use of that asset to accomplish organisational goals.
Level 3: Career development, human capital strategy, rewards and recognition, performance appraisal,
recruiting. Workforce planning.
Level 2: Productivity, quality, innovation, customer service
Level 1: Revenue growth, ROIC or ROE, total return to shareholders.
Human resource management as a set of three broad activities:
Attracting Talent: Finding the
right people
-HRM planning
-Job analysis
-Forecasting
-Recruiting
-Selecting
Retaining Talent: Maintain an
effective workforce
-Wages and salary
-Benefits
-Labour relations
-Terminations
Developing talent: Manage
talent
-Training
-Development
-Appraisal
To attract an effective workforce, you must match the company’s needs with employee contributions, and the
company inducements with the employee needs. Employer branding considers what type of individuals the firm
wishes to attract. Firms must also consider what they are offering their perspective applicants.
Selection and ‘fit’: the process about obtaining information about applicants to determine whether their skills,
abilities and other attributes match those needed to perform a particular job (person-work fit and person-organisation
fit). Frequently used devices include: application forms, interviews, employment tests, assessment centres and online
checks.
Biases in recruitment:
Perceived surveillance: what people can see from an online personality.
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