HR - Human Resources management
Def: all the activities and decisions that are intended to improve the effectiveness of the Human
Resources in the business enterprise.
Importance and aim:
- HR recognises the work performance of the employees as the most important factor
(aim)
- Function: to manage human resources in order to maximise their potential:
In order to achieve the function:
1. Interpretation of employee needs
2. Coordination of management and staff requirements
3. Implementation of various activities of personal management
- these activities are:
1. Manpower planning
2. Recruitment
3. Selection
4. Placement of staff
5. Remuneration and employee benefits
6. Induction
7. Training staff
8. Evaluation and retention
HUMAN RESOURCES ACTIVITIES:
1. Manpower/ Human Resources
- Manpower planning is an ongoing task
- HR always needs to have a plan B
- purpose of manpower planning is to determine:
1. How many employees the business needs
2. What skills these employees must have
3. When these employees will be needed
IN ORDER TO ANSWER THESE QUESTIONS HAVE TO APPLY THE FOLLOWING
TECHNIQUES:
, 1. Work load analysis: Done to determine how many people are required
2. Job analysis: Systematic method of obtaining information about tasks of that job
- All tasks are described
- Demands of workers are described
- Interviewing worker
- Questonaries
3. Job descriptions: Job analysis information must be rewritten to portray duties and
responsibilities of the worker
4. Job specification: To specify the minimum ability a worker must possess ( experience,
education and skills)
5. Manning table: to reflect a number of people required and skills needed (3 columns)
6. Employee requirements: States the difference between employees needed and current
employees ( recruitment plan table = 4 columns)
2. Recruiting:
- Def: finding employees
- To attract job applicants with the necessary skills
● With in a business = promotion or upgrade
● Outside the business = Universities, head hunting …
- Recruitment planner decides whether internal or external recruitment to be used
INTERNAL RECRUITING:
- Job posting ( current employees are informed about position and can forward names)
- Organisation file of current employees to determine who is best to fill position
- Recommendations of outsiders by present employees are a combination of internal and
external
Advantage: increases staff morale
EXTERNAL RECRUITING:
- Advertising in newspapers
- schools / colleges
Def: all the activities and decisions that are intended to improve the effectiveness of the Human
Resources in the business enterprise.
Importance and aim:
- HR recognises the work performance of the employees as the most important factor
(aim)
- Function: to manage human resources in order to maximise their potential:
In order to achieve the function:
1. Interpretation of employee needs
2. Coordination of management and staff requirements
3. Implementation of various activities of personal management
- these activities are:
1. Manpower planning
2. Recruitment
3. Selection
4. Placement of staff
5. Remuneration and employee benefits
6. Induction
7. Training staff
8. Evaluation and retention
HUMAN RESOURCES ACTIVITIES:
1. Manpower/ Human Resources
- Manpower planning is an ongoing task
- HR always needs to have a plan B
- purpose of manpower planning is to determine:
1. How many employees the business needs
2. What skills these employees must have
3. When these employees will be needed
IN ORDER TO ANSWER THESE QUESTIONS HAVE TO APPLY THE FOLLOWING
TECHNIQUES:
, 1. Work load analysis: Done to determine how many people are required
2. Job analysis: Systematic method of obtaining information about tasks of that job
- All tasks are described
- Demands of workers are described
- Interviewing worker
- Questonaries
3. Job descriptions: Job analysis information must be rewritten to portray duties and
responsibilities of the worker
4. Job specification: To specify the minimum ability a worker must possess ( experience,
education and skills)
5. Manning table: to reflect a number of people required and skills needed (3 columns)
6. Employee requirements: States the difference between employees needed and current
employees ( recruitment plan table = 4 columns)
2. Recruiting:
- Def: finding employees
- To attract job applicants with the necessary skills
● With in a business = promotion or upgrade
● Outside the business = Universities, head hunting …
- Recruitment planner decides whether internal or external recruitment to be used
INTERNAL RECRUITING:
- Job posting ( current employees are informed about position and can forward names)
- Organisation file of current employees to determine who is best to fill position
- Recommendations of outsiders by present employees are a combination of internal and
external
Advantage: increases staff morale
EXTERNAL RECRUITING:
- Advertising in newspapers
- schools / colleges
