Summary CH12 Human Resources Management

Chapter 12: Human Resources Management

The relationship between line management and the HR department:

The HR function:

 HR functions as a strategic partner
 Improve skills base of employees and contribute to the profitability of the organisation
 Every manager in the organisation should realise the importance of recruiting, selecting, training,
developing, rewarding, assisting and motivating employees
 Integration and teamwork are essential for organisational success.

HR management and organisational effectiveness:

Effective organisations must have a vision, a mission strategy, organisational structure and human
resources. Successful companies have the following HR management attributes:

 Primary benefits (monetary benefits)
 Secondary benefits and working conditions (non-monetary benefits)
 Training and development
 Career development
 Company culture and diversity

Contribution of HR to organisational effectiveness should include:

 Assisting everybody to reach goals
 Efficient use of skills and abilities
 Training and motivating employees
 Job satisfaction and self-actualisation
 Desirable quality of working life
 Maintaining ethical policies and socially responsible behaviour
 Managing change to the mutual advantage of individuals and public
 Executing HR functions in a professional manner
 Involvement in strategic decision making and strategy formulation.

HR Planning:

Can be divided into three phases:

Phase 1: identify the work being done in the organisation (job analysis, job description, job specification)

Job analysis Job description Job specification



Process used to investigate the Written format listing Details knowledge, skills and
tasks, duties and responsibilities contents of the job abilities relevant to the job
of a job in an organisation




Phase 2: human resource forecasting - the quantity and quality of employees needed in the business in
the future. Its purpose is to balance human resource supply and human resource demand. Demand is


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, affected by business objectives (number of people needed to attain them), and supply is affected by the
HR programs providing the human resources. The following should be considered during forecasting:

 Economic growth
 New developments in the business
 The labor market

Phase 3: the human resource plan. Purpose of this plan is to provide concrete guidelines and steps that
indicate how the business’s short-, medium- and long-term human resource requirements can be
provided for. It answers the question “What must we do today to be prepared for tomorrow?”

Finding qualified talent:

1. Recruiting from inside (internal recruiting)
2. Recruiting from outside (external recruiting)
3. The recruitment procedure

Recruiting methods:

 Recruitment through advertisements
 Recruitment through private employment/recruitment agencies
 Recruitment through existing employees
 Recruitment though personal approach
 Recruitment through radio, TV and the internet
 Sundry recruiting strategies

Talent selection:

Selection is the process of determining which individuals are best suited to fill positions in the
organisation. Selection process:

1. Application and short listing
2. Intensive assessment
– Psychological testing: assessing applicant’s personality, abilities and management skills
– Diagnostic interview: assessing the applicants working ability and past performance
3. Final selection
4. Onboarding: (orientation or socialisation) does via an induction policy

Developing talent:

Human resources development (HRD) and development methods:

1. On-the-job training and development (occurs within the organisation) and trainees learn by
observation, and includes:
 Job rotation: When a staff member is moved to a new job as soon as he or she knows
the current job well. The rotation can be short-term or long-term.
 Job shadowing: An intervention that supports an employee who desires to become
familiar with a job. This occurs by following and observing a trained, knowledgeable and
experienced employee.
 Job enlargement and enrichment: The increasing of the employee’s duties,
responsibilities and independence, the organization will allow the employee to learn more
about the job, department and organization.
 Job instruction training (JIT): Steps in JIT are preparation, presentation, performance try-
out and follow-up.
 Coaching
 Mentoring

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