Chapter 10.docx

5 Pages
47 Views

Department
Management Information Systems
Course Code
MGIS 317
Professor
Ronald Schlenker

This preview shows pages 1 and half of page 2. Sign up to view the full 5 pages of the document.
Description
Chapter 10: Human resource management HRM – roles and purpose The strategic approach to the effective management of an organization’s workers so that they help the business gain a competitive advantage. Departments were responsible for just recruiting, training, disciplines and welfare of staff. They tended to be: - Rather bureaucratic in their approach with an inflexible approach to staff issues - Focused on recruitment, selection and discipline rather than developing and training - Reluctant to give any HR roles to any other department managers - Not presented at board of directors level and not part of the strategic management team. HRM is broader and more far-reaching in scope. It focuses on: - Planning in work-force needs of the business - Recruiting and selecting appropriate staff, using a variety of techniques - Appraising, training and developing staff at every stage of their careers - Preparing contract of employment for all staff and deciding on whether these should be permanent or temporary, full or part-time - Involving all managers in the development of their staff – emphasis that this is not just an HR responsibility - Improving staff morale and welfare - Developing appropriate pay systems for different categories of staff - Measuring and monitoring staff performance Workforce planning Analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives. Workforce planning means thinking ahead and establishing the number of skills of the workforce required by the business in the future to meet its planned objectives. The starting point is always a workforce audit. A workforce audit is a check on the skills and qualifications of all existing workers/managers. Once this has been conducted the next stages in workforce planning are to assess what additional staff and skills might be needed. 1. The number of staff required in the future depends on many factors Forecast demand for the firm´s product This will be influenced by market and external conditions, seasonal factors, competitor´s actions trends in consumer tastes and so on. The productivity levels of staff Of productivity (output per worker) is forecast to increase – perhaps as a result of more efficient machinery – then fewer staff will be needed to produce the same level output The objectives of the business This could influence future workforce numbers in two main ways. Firstly, if the business plans to expand over the coming years then staffing numbers will have to rise to accommodate this growth Changes in the law regarding workers´ rights If the government of a country decides to pass laws that establish shorter maximum wage levels, then there will be a considerable impact on the workforce plan. The labour turnover The higher the rate at which staff leave a business, then the greater will be the firm´s need to recruit replacement staff Recruiting and selecting staff Recruitment is the process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one. The recruitment and selection process involves several steps: 1.establishing the exact nature of the job vacancy and drawing up a job description A job description is a detailed list of the key points about the job to be filled – starting all its key tasks and responsibilities 2.Drawing up a person specification A person specification is a detailed list of qualities, skills and qualifications that a successful applicant will need to have 3.preparing a job advertisement reflecting the recruitments of the job and the personal qualities needed The job advertisement can be displayed within the business premises- particularly if an internal appointment is looked for – or in government job centres, recruitment agencies and /or newspapers 4.drawing up a shortlist of applicants A small number of applicants are chosen based on their application forms and personal details, often contained in a CV. 5.conducting interview – or using other selection methods Interviews are conducted that will be designed to question the applicant on their skills, experience and character to see if they will both perform well and fit into the organization Training, developing and appraisi
More Less
Unlock Document

Only pages 1 and half of page 2 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit