Professional Documents
Culture Documents
References
Farnham, D.(2001) Human Resource Management in Context. 3 rd
Edition. London:CIPD
Henderson, I. (2011) Human Resource Management for MBA
Students. 2nd Edition. London :CIPD
Mullins, L (2010) Management and Organisational Behavior. 9 th
Edition, Harlow:Pearson.
Watson, G And Reissner, S.C. (2010) Developing Skills for Business
Leadership: London:CIPD
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Scope of Study
1. Human Resource Management
2. Strategic Human Resource Management
3. International Human Resource
Management
4. Managing People and Performance
5. Leadership
6. Teambuilding
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Assessment
1. Written report of 2,500 words based on a
case study 70%
2. A reflective report of 1,000 words based
on an outdoor activity 30%
3. All are individual assignments.
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Training
Training&&
Development
Development
Performance
Performance
Appraisal
Appraisal&&
Feedback
Feedback
Pay
Pay&&
Rewards
Rewards
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HRM Components
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HRM Components
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Human
HumanResources
Resources
Planning
Planning
Job
JobAnalysis
Analysis
Determine
Determinerecruitment
recruitment
&&selection
selectionneeds
needs
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Job Analysis
The results of job analysis are two written statements:
a) Job description- a written summary of the duties, tasks
and responsibilities associated with a
a job. E.g. job title, detailed description of the
tasks including work assigned, specific task,
inherent authority and area of responsibilities.
b) Job specification- a listing of the key qualifications a person
needs to perform a job successfully. E.g. the
potential employees: relevant experiences,
academic qualification, attitude and
appearances.
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Recruitment
Job Analysis:
Hiring, training and evaluating employees is a lot easier
when both the employer and the prospective employee
know precisely what a job entails.
This information should come form a job analysis, a systematic
study of each employees duties, tasks and work environment.
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Recruitment
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Selection Tools
Figure 10.3
Background
Background
Information
Information
Interviews
Interviews
References
References
Selection
Selection
Performance
Performancetests
tests
Paper
Papertests
tests
Physical
Physical
Ability
Abilitytests
tests
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Selection Process
After a pool of applicants are identified,
qualifications related to the job requirements are
determined:
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Selection Process
Paper & Pencil Tests: Either an ability and
personality test.
Ability test: assess if applicant has right skills for the job.
Personality test: seek traits relevant to job performance.
Be sure test is a good predictor of job performance.
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Induction
The process of introducing the new employee to the
organisation. The core of induction programme is:
a) A detailed summary of the work of the department.
b) The policy of the company regarding discipline, holidays
promotion, and the date of payment of salaries.
c) The work rules, safety and health regulations.
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Types of Training
Figure 10.4
Needs
Needs
Assessment
Assessment
Training
Training
Classroom
Classroom
Instruction
Instruction
Development
Development
On-the-job
On-the-job
Training
Training
ApprenticeApprenticeships
ships
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Classroom
Classroom
Instruction
Instruction
On-the-job
On-the-job
Training
Training
Varied
Varied
work
work
experiences
experiences
Formal
Formal
Education
Education
Types of Training
Types of Development
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Performance Appraisal
Performance appraisal is an evaluation in which the
performance level of the employees is measured against
established standards to make decisions about promotions,
compensations, additional training or dismissal.
Performance appraisals consist of these six steps:
1) Establishing performance standards: Standards must be
understandable, subject to measurements and reasonable.
2) Communicating those standards: Employee must be told
clearly and precisely what the standards and expectations
are and how they are to be met.
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Customers
Customers&&
Clients
Clients
Peers
Peers
Sources
Sourcesof
of
performance
performance
appraisals
appraisals
Subordinates
Subordinates
Self
Self
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Effective Feedback:
1. Be specific and focus on correctable behavior.
Provide a suggested improvement.
2. Focus on problem-solving and improvement,
not criticism.
3. Express confidence in workers ability to
improve.
4. Use formal and informal feedback.
5. Treat subordinates with respect and praise
achievements.
6. Set a timetable for agreed changes.
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Compensation
Compensation:- The money or benefits or both for which
an employee exchanges work.
Most compensations packages to the full-time employee
consist of three parts. These parts vary in proportion depending
on the organisation.
1) The basic wage or salary payment.
2) Fringe benefits such as paid sick-leave, paid vacation and
health plans that represent additional
compensation to employees.
3) Incentive payments for good performance. E.g. bonuses
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Labor Relations
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Unions
Unions represent workers interests in
organizations.
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Manpower Planning
Manpower planning requires that the firm always has enough
trained and experienced people to meet its own needs.
The stages in manpower planning are:
1) Analysing of the existing situations to see if the effectiveness
of the existing organisation can be improved.
2) Planning to determine the future manpower needs of the
company. How many people and with what abilities will the
organisation need to remain in operation for the next three to
ten years?
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REVIEW QUESTIONS
1. What is the purpose of a job analysis? What are the two
documents that can be developed from a job analysis
2. What are the steps involved in the recruitment and
selection process?
3. What might occur if recruitment is handled poorly and
how would it affect the organization?
4. Do you feel that it is better to recruit internally or
otherwise? Under what circumstances
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