PEOPLE MANAGEMENT
IBM02
Jessica Baert 202019938
[Email address]
,Table of Contents
1. INTRODUCTION TO HRM ........................................................................................................................ 5
1.1. WHAT IS HUMAN RESOURCE MANAGEMENT? .......................................................................................... 5
1.1.1. Importance to ALL managers .......................................................................................................... 5
1.1.2. Line and staff aspects HRM .................................................................................................. 5
1.1.3. The HR department + responsibilities ............................................................................................. 6
1.2. TRENDS SHAPING HR ................................................................................................................................ 6
1.2.1. Challenges during COVID-19 ............................................................................................................... 6
1.2.2. Trends in general ....................................................................................................................... 6
1.3. IMPORTANT COMPONENTS OF TODAY’S NEW HRM = DISTRIBUTED HR ......................................................... 7
1.3.1. Performance and HRM.................................................................................................................... 7
1.3.2. Sustainability and HRM................................................................................................................... 7
1.3.3. Employee Engagement and HR ....................................................................................................... 8
1.4. THE NEW HR MANAGER............................................................................................................................. 9
2. STRATEGIC HRM ................................................................................................................................... 11
2.1. HRM STRATEGY ..................................................................................................................................... 12
2.1.1. What is strategic HRM ............................................................................................................ 14
2.1.2. Stategic HRM tools .................................................................................................................. 14
2.1.3. HR metrics and analytics ......................................................................................................... 15
2.1.4. Employee engagement and performance ..................................................................................... 16
2.2. ORGANISATIONAL CULTURE ...................................................................................................................... 17
2.2.1. A definition of organisational culture .......................................................................................... 18
2.2.2. How do employees learn organisational culture?......................................................................... 18
3. JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS ................................................................... 21
3.1. THE TALENT MANAGEMENT PROCESS .......................................................................................................... 21
3.2. THE BASICS OF JOB ANALYSIS ............................................................................................................... 22
3.2.1. What is job analysis? .................................................................................................................... 22
3.2.2. Conducting a job analysis ........................................................................................................ 24
3.3. METHODS FOR COLLECTING JOB ANALYSIS INFO ....................................................................................... 24
3.4. WRITING A JOB DESCRIPTION ............................................................................................................... 25
3.5. USING COMPETENCIES MODELS ............................................................................................................ 27
4. PERSONNEL PLANNING AND RECRUITING ............................................................................................ 29
4.1. WHY EFFECTIVE RECRUITING IS IMPORTANT ............................................................................................ 30
4.2. INTERNAL SOURCES OF CANDIDATES ...................................................................................................... 30
4.3. OUTSIDE SOURCES OF CANDIDATES ....................................................................................................... 30
4.3.1. Print media.................................................................................................................................... 31
4.3.2. E-recruitment ................................................................................................................................ 31
4.3.3. Temp and selection agencies Executive search ............................................................................ 32
4.3.4. Social media – LinkedIn ................................................................................................................. 32
4.3.5. Other channels .............................................................................................................................. 32
4.4. EMPLOYER BRANDING ........................................................................................................................ 33
5. EMPLOYEE TESTING AND SELECTION .................................................................................................... 35
5.1. DEFINITION AND IMPORTANCE OF SELECTION ............................................................................................... 36
5.1.1. What is selection? .................................................................................................................. 36
5.1.2. Having an effective selection procedure is important .................................................................. 36
1
, 5.2. A TYPICAL SELECTION PROCEDURE ........................................................................................................ 37
5.2.1. CV screening.................................................................................................................................. 37
5.2.2. Background investigation ............................................................................................................. 37
5.2.3. Telephone/video call screening ..................................................................................................... 38
5.2.4. Selection tests .......................................................................................................................... 38
5.2.5. Job interviews .......................................................................................................................... 45
5.3. IMPORTANT THINGS TO FOCUS ON DURING SELECTION PROCEDURE ............................................................. 46
6. TRAINING AND DEVELOPING EMPLOYEES ............................................................................................ 48
6.1. WHAT IS ONBOARDING AND WHY IS IT IMPORTANT? ................................................................................ 49
6.2. TRAINING .............................................................................................................................................. 51
6.2.1. Why is training important? .................................................................................................... 51
6.2.2. Definition of training ............................................................................................................... 51
6.2.3. Some numbers on training and development ............................................................................... 51
6.3. OVERVIEW OF THE TRAINING PROCESS: THE ADDIE MODEL ....................................................................... 52
6.4. IMPLEMENTING THE TRAINING PROGRAM: TRAINING TECHNIQUES/METHODS AND MANAGEMENT DEVELOPMENT
PROGRAMS .................................................................................................................................................... 53
6.5. EVALUATING THE TRAINING EFFORT: THE KIRKPATRICK MODEL ................................................................... 56
7. PERFORMANCE MANAGEMENT AND APPRAISAL ................................................................................. 59
7.1. THE PERFORMANCE APPRAISAL PROCESS ................................................................................................ 60
7.1.1. What is performance appraisal? ............................................................................................ 60
7.1.2. Why appraise performance? .................................................................................................. 61
7.1.3. Who should be appraising? .................................................................................................... 61
7.2. TRADITIONAL TOOLS/METHODS FOR APPRAISING PERFORMANCE ................................................................ 61
7.3. A NEW STYLE PERFORMANCE MANAGEMENT: THE CHECK-IN ...................................................................... 65
7.3.1. Why the need for a “new” style? .................................................................................................. 65
7.3.2. How to use check-ins ............................................................................................................... 66
7.3.3. Using digital tools for check-ins .................................................................................................... 66
7.4. DEALING WITH RATER ERROR APPRAISING PROBLEMS ............................................................................... 67
7.5. PERFORMANCE MANAGEMENT ............................................................................................................ 68
8. MANAGING CAREERS AND RETENTION ................................................................................................ 71
8.1. WHAT IS A CAREER? .......................................................................................................................... 72
8.1.1. Definition ................................................................................................................................. 72
8.1.2. Evolution of careers ................................................................................................................. 73
8.1.3. Employability ........................................................................................................................... 75
8.2. CAREER MANAGEMENT ...................................................................................................................... 75
8.2.1. Importance of career management .............................................................................................. 75
8.2.2. The use of PDPs (Personal Development Plans) ............................................................................ 76
8.2.3. The manager as mentor and coach ......................................................................................... 76
8.2.4. Different career opportunities in organizations ...................................................................... 77
8.3. MANAGING EMPLOYEE TURNOVER AND RETENTION ................................................................................. 77
8.3.1. Definition employee turnover ............................................................................................. 77
8.3.2. Types of turnover ..................................................................................................................... 78
8.3.3. Calculating employee turnover ............................................................................................... 78
2
, 8.3.4. Managing retention ................................................................................................................ 81
8.4. MANAGING DISMISSALS: OUTPLACEMENT .............................................................................................. 83
9. COMPENSATION & BENEFITS ................................................................................................................ 86
9.1. BASIC FACTORS IN DETERMINING PAY RATES ........................................................................................... 86
9.1.1. Aligning total rewards with strategy ....................................................................................... 87
9.1.2. Internal comparison: Equity .................................................................................................... 87
9.1.3. External comparison ................................................................................................................ 88
9.2. JOB EVALUATION METHODS ................................................................................................................. 89
9.3. DOES MONEY MOTIVATE? .................................................................................................................. 90
9.4. TYPES OF DIRECT FINANCIAL COMPENSATION .......................................................................................... 91
9.5. BENEFITS ......................................................................................................................................... 93
9.5.1. Common types of benefits ....................................................................................................... 94
9.5.2. Flexible benefit plans/programs or cafetaria benefits plans – pros and cons ......................... 94
10. WORKPLACE DIVERSITY, EQUITY, INCLUSION & BELONGING ................................................................ 96
10.1. DEFINING DIVERSITY, EQUITY, INCLUSION & BELONGING .......................................................................... 96
10.1.1. Diversity .............................................................................................................................. 96
10.1.2. Equity .................................................................................................................................. 97
10.1.3. Inclusion .............................................................................................................................. 97
10.1.4. Belonging ............................................................................................................................ 97
10.1.5. From D&I to DEIB ................................................................................................................ 98
10.1.6. Cultural and company differences in definition and focus ....................................................... 98
10.2. IMPORTANCE OF WORKPLACE DEIB ......................................................................................................... 100
10.2.1. Perceptions of different stakeholders on importance of DEIB ............................................... 100
10.2.2. Risks of not properly managing D&I ................................................................................. 102
10.2.3. Benefits of having diverse teams/organizations .............................................................. 103
10.3. BUILDING A DEIB POLICY – GOOD PRACTICES ....................................................................................... 104
10.3.1. Collect data ....................................................................................................................... 105
10.3.2. Part of corporate agenda ................................................................................................. 105
10.3.3. Leadership and representation ......................................................................................... 105
10.3.4. Create awareness ............................................................................................................. 106
10.3.5. HR practices ..................................................................................................................... 107
10.3.6. Giving employees a voice .................................................................................................. 113
10.3.7. Creating an inclusive culture ............................................................................................ 114
10.3.8. Including DEIB in ALL parts of business ............................................................................. 115
11. MANAGING GLOBAL HUMAN RESOURCES .......................................................................................... 116
11.1. THE MANAGER’S GLOBAL CHALLENGE ....................................................................................................... 116
11.1.1. Examples of international HR activities.................................................................................. 116
11.1.2. International Human Resource Management (IHRM) ..................................................... 116
11.2. ADAPTING HR ACTIVITIES TO INTERCOUNTRY DIFFERENCES ...................................................................... 117
11.3. STAFFING THE GLOBAL ORGANIZATION ................................................................................................. 118
11.4. TRAINING AND MAINTAINING EMPLOYEES ABROAD ................................................................................ 119
11.4.1. Orienting and training employees .......................................................................................... 119
3
IBM02
Jessica Baert 202019938
[Email address]
,Table of Contents
1. INTRODUCTION TO HRM ........................................................................................................................ 5
1.1. WHAT IS HUMAN RESOURCE MANAGEMENT? .......................................................................................... 5
1.1.1. Importance to ALL managers .......................................................................................................... 5
1.1.2. Line and staff aspects HRM .................................................................................................. 5
1.1.3. The HR department + responsibilities ............................................................................................. 6
1.2. TRENDS SHAPING HR ................................................................................................................................ 6
1.2.1. Challenges during COVID-19 ............................................................................................................... 6
1.2.2. Trends in general ....................................................................................................................... 6
1.3. IMPORTANT COMPONENTS OF TODAY’S NEW HRM = DISTRIBUTED HR ......................................................... 7
1.3.1. Performance and HRM.................................................................................................................... 7
1.3.2. Sustainability and HRM................................................................................................................... 7
1.3.3. Employee Engagement and HR ....................................................................................................... 8
1.4. THE NEW HR MANAGER............................................................................................................................. 9
2. STRATEGIC HRM ................................................................................................................................... 11
2.1. HRM STRATEGY ..................................................................................................................................... 12
2.1.1. What is strategic HRM ............................................................................................................ 14
2.1.2. Stategic HRM tools .................................................................................................................. 14
2.1.3. HR metrics and analytics ......................................................................................................... 15
2.1.4. Employee engagement and performance ..................................................................................... 16
2.2. ORGANISATIONAL CULTURE ...................................................................................................................... 17
2.2.1. A definition of organisational culture .......................................................................................... 18
2.2.2. How do employees learn organisational culture?......................................................................... 18
3. JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS ................................................................... 21
3.1. THE TALENT MANAGEMENT PROCESS .......................................................................................................... 21
3.2. THE BASICS OF JOB ANALYSIS ............................................................................................................... 22
3.2.1. What is job analysis? .................................................................................................................... 22
3.2.2. Conducting a job analysis ........................................................................................................ 24
3.3. METHODS FOR COLLECTING JOB ANALYSIS INFO ....................................................................................... 24
3.4. WRITING A JOB DESCRIPTION ............................................................................................................... 25
3.5. USING COMPETENCIES MODELS ............................................................................................................ 27
4. PERSONNEL PLANNING AND RECRUITING ............................................................................................ 29
4.1. WHY EFFECTIVE RECRUITING IS IMPORTANT ............................................................................................ 30
4.2. INTERNAL SOURCES OF CANDIDATES ...................................................................................................... 30
4.3. OUTSIDE SOURCES OF CANDIDATES ....................................................................................................... 30
4.3.1. Print media.................................................................................................................................... 31
4.3.2. E-recruitment ................................................................................................................................ 31
4.3.3. Temp and selection agencies Executive search ............................................................................ 32
4.3.4. Social media – LinkedIn ................................................................................................................. 32
4.3.5. Other channels .............................................................................................................................. 32
4.4. EMPLOYER BRANDING ........................................................................................................................ 33
5. EMPLOYEE TESTING AND SELECTION .................................................................................................... 35
5.1. DEFINITION AND IMPORTANCE OF SELECTION ............................................................................................... 36
5.1.1. What is selection? .................................................................................................................. 36
5.1.2. Having an effective selection procedure is important .................................................................. 36
1
, 5.2. A TYPICAL SELECTION PROCEDURE ........................................................................................................ 37
5.2.1. CV screening.................................................................................................................................. 37
5.2.2. Background investigation ............................................................................................................. 37
5.2.3. Telephone/video call screening ..................................................................................................... 38
5.2.4. Selection tests .......................................................................................................................... 38
5.2.5. Job interviews .......................................................................................................................... 45
5.3. IMPORTANT THINGS TO FOCUS ON DURING SELECTION PROCEDURE ............................................................. 46
6. TRAINING AND DEVELOPING EMPLOYEES ............................................................................................ 48
6.1. WHAT IS ONBOARDING AND WHY IS IT IMPORTANT? ................................................................................ 49
6.2. TRAINING .............................................................................................................................................. 51
6.2.1. Why is training important? .................................................................................................... 51
6.2.2. Definition of training ............................................................................................................... 51
6.2.3. Some numbers on training and development ............................................................................... 51
6.3. OVERVIEW OF THE TRAINING PROCESS: THE ADDIE MODEL ....................................................................... 52
6.4. IMPLEMENTING THE TRAINING PROGRAM: TRAINING TECHNIQUES/METHODS AND MANAGEMENT DEVELOPMENT
PROGRAMS .................................................................................................................................................... 53
6.5. EVALUATING THE TRAINING EFFORT: THE KIRKPATRICK MODEL ................................................................... 56
7. PERFORMANCE MANAGEMENT AND APPRAISAL ................................................................................. 59
7.1. THE PERFORMANCE APPRAISAL PROCESS ................................................................................................ 60
7.1.1. What is performance appraisal? ............................................................................................ 60
7.1.2. Why appraise performance? .................................................................................................. 61
7.1.3. Who should be appraising? .................................................................................................... 61
7.2. TRADITIONAL TOOLS/METHODS FOR APPRAISING PERFORMANCE ................................................................ 61
7.3. A NEW STYLE PERFORMANCE MANAGEMENT: THE CHECK-IN ...................................................................... 65
7.3.1. Why the need for a “new” style? .................................................................................................. 65
7.3.2. How to use check-ins ............................................................................................................... 66
7.3.3. Using digital tools for check-ins .................................................................................................... 66
7.4. DEALING WITH RATER ERROR APPRAISING PROBLEMS ............................................................................... 67
7.5. PERFORMANCE MANAGEMENT ............................................................................................................ 68
8. MANAGING CAREERS AND RETENTION ................................................................................................ 71
8.1. WHAT IS A CAREER? .......................................................................................................................... 72
8.1.1. Definition ................................................................................................................................. 72
8.1.2. Evolution of careers ................................................................................................................. 73
8.1.3. Employability ........................................................................................................................... 75
8.2. CAREER MANAGEMENT ...................................................................................................................... 75
8.2.1. Importance of career management .............................................................................................. 75
8.2.2. The use of PDPs (Personal Development Plans) ............................................................................ 76
8.2.3. The manager as mentor and coach ......................................................................................... 76
8.2.4. Different career opportunities in organizations ...................................................................... 77
8.3. MANAGING EMPLOYEE TURNOVER AND RETENTION ................................................................................. 77
8.3.1. Definition employee turnover ............................................................................................. 77
8.3.2. Types of turnover ..................................................................................................................... 78
8.3.3. Calculating employee turnover ............................................................................................... 78
2
, 8.3.4. Managing retention ................................................................................................................ 81
8.4. MANAGING DISMISSALS: OUTPLACEMENT .............................................................................................. 83
9. COMPENSATION & BENEFITS ................................................................................................................ 86
9.1. BASIC FACTORS IN DETERMINING PAY RATES ........................................................................................... 86
9.1.1. Aligning total rewards with strategy ....................................................................................... 87
9.1.2. Internal comparison: Equity .................................................................................................... 87
9.1.3. External comparison ................................................................................................................ 88
9.2. JOB EVALUATION METHODS ................................................................................................................. 89
9.3. DOES MONEY MOTIVATE? .................................................................................................................. 90
9.4. TYPES OF DIRECT FINANCIAL COMPENSATION .......................................................................................... 91
9.5. BENEFITS ......................................................................................................................................... 93
9.5.1. Common types of benefits ....................................................................................................... 94
9.5.2. Flexible benefit plans/programs or cafetaria benefits plans – pros and cons ......................... 94
10. WORKPLACE DIVERSITY, EQUITY, INCLUSION & BELONGING ................................................................ 96
10.1. DEFINING DIVERSITY, EQUITY, INCLUSION & BELONGING .......................................................................... 96
10.1.1. Diversity .............................................................................................................................. 96
10.1.2. Equity .................................................................................................................................. 97
10.1.3. Inclusion .............................................................................................................................. 97
10.1.4. Belonging ............................................................................................................................ 97
10.1.5. From D&I to DEIB ................................................................................................................ 98
10.1.6. Cultural and company differences in definition and focus ....................................................... 98
10.2. IMPORTANCE OF WORKPLACE DEIB ......................................................................................................... 100
10.2.1. Perceptions of different stakeholders on importance of DEIB ............................................... 100
10.2.2. Risks of not properly managing D&I ................................................................................. 102
10.2.3. Benefits of having diverse teams/organizations .............................................................. 103
10.3. BUILDING A DEIB POLICY – GOOD PRACTICES ....................................................................................... 104
10.3.1. Collect data ....................................................................................................................... 105
10.3.2. Part of corporate agenda ................................................................................................. 105
10.3.3. Leadership and representation ......................................................................................... 105
10.3.4. Create awareness ............................................................................................................. 106
10.3.5. HR practices ..................................................................................................................... 107
10.3.6. Giving employees a voice .................................................................................................. 113
10.3.7. Creating an inclusive culture ............................................................................................ 114
10.3.8. Including DEIB in ALL parts of business ............................................................................. 115
11. MANAGING GLOBAL HUMAN RESOURCES .......................................................................................... 116
11.1. THE MANAGER’S GLOBAL CHALLENGE ....................................................................................................... 116
11.1.1. Examples of international HR activities.................................................................................. 116
11.1.2. International Human Resource Management (IHRM) ..................................................... 116
11.2. ADAPTING HR ACTIVITIES TO INTERCOUNTRY DIFFERENCES ...................................................................... 117
11.3. STAFFING THE GLOBAL ORGANIZATION ................................................................................................. 118
11.4. TRAINING AND MAINTAINING EMPLOYEES ABROAD ................................................................................ 119
11.4.1. Orienting and training employees .......................................................................................... 119
3
