Human Resources – Matric
Definition, importance and aim of HR department
• Definition: HR management includes all activities and decisions that
are intended to improve the effectiveness of the employees
(human resources) and of the enterprise
• Importance and aim:
- HR policy recognises work performance of employees as one of
most important factors in a business.
- Aim: to bridge the gap between management goals and the
needs of the workforce
• HR function should focus on:
- Interpretation of employer/employee needs
- Coordination of management and staff requirements
- Implementation of various activities of personnel management:
- Manpower planning
- Recruitment
- Selection
- Placement
- Induction
- Training
- Keeping of records
- Fair remuneration
Human Resource Activities
Manpower Planning
- An ongoing task even if there are no current vacancies.
- Rapid growth in an enterprise requires creative labour planning in
order to keep up to date with the requirements
• Purpose is to determine:
- How many employees the business needs
- What skills these employees must have
- When these employees will be needed\
This can be achieved through the following techniques:
1
, 2. Work-load analysis: 1. Job Analysis:
- Done in order to determine - A systematic method of
the number of people obtaining all the relevant info
required in terms of the about the tasks related to a
amount of that needs to be specific job, in order to make
done certain decisions
- Not yet analysing what skills - JA requires that:
these people need yet - Job is completely and
accurately identified
- All tasks in the job must be
2. Job Analysis split into:
completely and
• Job description (about Job) accurately described
- Written in a specific format - Demands the job make on
- Summaries info collected the worker must be
through job analysis – portrays analysed
duties, responsibilities and level - Can be conducted through:
of authority of worker interviewing worker and
- States: what must be done, supervisor, observing worker
how, why, when and where at work, questionnaires. (can
must be done be used separately or in
• Job specification (about worker) support of each other)
- Specify the minimum ability a
worker must have
3. Manning table
- With reference to – experience,
education, & physical - Shows the position, required
requirements number of employees and
- Forms basis of recruiting activity the skills required
- Always part of a workplace
skills analysis
Recruitment
- Manpower planning identified any manpower shortages: recruiting
seeks to attract job applicants with the necessary skills and
motivation to cover these shortages
2
Definition, importance and aim of HR department
• Definition: HR management includes all activities and decisions that
are intended to improve the effectiveness of the employees
(human resources) and of the enterprise
• Importance and aim:
- HR policy recognises work performance of employees as one of
most important factors in a business.
- Aim: to bridge the gap between management goals and the
needs of the workforce
• HR function should focus on:
- Interpretation of employer/employee needs
- Coordination of management and staff requirements
- Implementation of various activities of personnel management:
- Manpower planning
- Recruitment
- Selection
- Placement
- Induction
- Training
- Keeping of records
- Fair remuneration
Human Resource Activities
Manpower Planning
- An ongoing task even if there are no current vacancies.
- Rapid growth in an enterprise requires creative labour planning in
order to keep up to date with the requirements
• Purpose is to determine:
- How many employees the business needs
- What skills these employees must have
- When these employees will be needed\
This can be achieved through the following techniques:
1
, 2. Work-load analysis: 1. Job Analysis:
- Done in order to determine - A systematic method of
the number of people obtaining all the relevant info
required in terms of the about the tasks related to a
amount of that needs to be specific job, in order to make
done certain decisions
- Not yet analysing what skills - JA requires that:
these people need yet - Job is completely and
accurately identified
- All tasks in the job must be
2. Job Analysis split into:
completely and
• Job description (about Job) accurately described
- Written in a specific format - Demands the job make on
- Summaries info collected the worker must be
through job analysis – portrays analysed
duties, responsibilities and level - Can be conducted through:
of authority of worker interviewing worker and
- States: what must be done, supervisor, observing worker
how, why, when and where at work, questionnaires. (can
must be done be used separately or in
• Job specification (about worker) support of each other)
- Specify the minimum ability a
worker must have
3. Manning table
- With reference to – experience,
education, & physical - Shows the position, required
requirements number of employees and
- Forms basis of recruiting activity the skills required
- Always part of a workplace
skills analysis
Recruitment
- Manpower planning identified any manpower shortages: recruiting
seeks to attract job applicants with the necessary skills and
motivation to cover these shortages
2
