D Part 10 Hr Management

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Information about D Part 10 Hr Management
Business & Mgmt

Published on March 13, 2009

Author: jim666

Source: slideshare.net


Health and Safety

The process by which a job vacancy  is identified and potential employees are notified. The nature of the recruitment process  is regulated and subject to employment law. Main forms of recruitment through advertising  in newspapers, magazines, trade papers and internal vacancy lists.

Job description – outline of the role  of the job holder Person specification – outline  of the skills and qualities required of the post holder Applicants may demonstrate their suitability  through application form, letter or curriculum vitae (CV)

The process of assessing candidates and  appointing a post holder Applicants short listed –  most suitable candidates selected Selection process –  varies according to organisation:

Interview – most common method  Psychometric testing – assessing the personality of the  applicants – will they fit in? Aptitude testing – assessing the skills  of applicants In-tray exercise – activity based around what the  applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation – looking for different skills  as well as the ideas of the candidate

Increasingly  important aspect of the HRM role Wide range  of areas for attention Adds to the cost of  the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

Crucial aspects  of employment legislation: Race   Gender  Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers. Copyright: Mela, http://www.sxc.hu

Firms cannot just ‘sack’ workers  Wide range of procedures and steps  in dealing with workplace conflict Informal meetings   Formal meetings  Verbal warnings  Written warnings  Grievance procedures  Working with external agencies

Developing the employee  can be regarded as investing in a valuable asset A source of motivation  A source of helping the employee fulfil potential 

Similar to development:  Provides new skills for the employee   Keeps the employee up to date with changes in the field  Aims to improve efficiency  Can be external or ‘in-house’

The system of pay and benefits used by the  firm to reward workers Money not the only method  Fringe benefits  Flexibility at work  Holidays, etc. 

Importance of building relationships with  employee representatives Role of Trade Unions has changed  Importance of consultation  and negotiation and working with trade unions Contributes to smooth change management  and leadership

Measuring performance:  How to value the workers contribution  Difficulty in measuring some types of output –  especially in the service industry Appraisal  Meant to be non-judgmental   Involves the worker and a nominated appraiser  Agreeing strengths, weaknesses and ways forward to help both employee and organisation

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