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Summary of chapter 9
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Summary of Chapter 9
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CHAPTER 9HUMAN RESOURCE MANAGEMENT: AN OVERVIEW DEFINITIONS
Human resources management (HRM) consists of all the activities HUMAN
involved in acquiring, maintaining, and developing an organization’s RESOURCES
human resources. MANAGEMENT
(HRM)
Consists of all the
HRM ACTIVITIES activities involved
in acquiring,
This phase of HRM includes five separate activities: maintaining, and
developing an
Human resource planning – determining the firm’s future organization’s
human resource needs human resources.
Job analysis – determining the exact nature of the positions
Recruiting – attracting people to apply for positions
Selection – choosing and hiring the most qualified applicants
Orientation – acquainting new employees with the firm
Maintaining human resources consists primarily of encouraging
employees to remain with the firm and to work effectively by using a
variety of HRM programs, including the following:
Employee relations – increasing employee job satisfaction
through satisfaction surveys, employee communication
programs, exit interviews and fair treatment
Compensation – rewarding employee effort through monetary
payments
Benefits – providing rewards to ensure employee well-being
The development phase of HRM is concerned with improving
employees’ skills and expanding their capabilities. The two important
activities within this phase are:
Training and development – teaching employee’s new skills,
new jobs, and more effective ways of doing their present jobs
Performance appraisal – assessing employees’ current potential
performance levels
RESPONSIBILITY FOR HRM
HRM is a shared responsibility of line managers and staff HRM
specialists. As a firm grows in size, a human resources manager is
hired to take over staff responsibilities.
, HUMAN RESOURCES PLANNING DEFINITIONS
Human resource planning is the development of strategies to meet HUMAN
a firm’s future human resources needs. The starting point is the RESOURCE
organization’s overall strategic plans. PLANNING
The development
of strategies to
FORECASTING HUMAN RESOURCE DEMAND
meet a firm’s
future human
Planners should base forecasts of the demand for human resources on
resources needs.
as much relevant information as available. The firm’s overall strategic
plan will provide information about future business ventures, new
products, and projected expansions or contractions of specific product
lines.
HRM staff use this information to determine both the number of
employees required and their qualifications. Planners use a wide range
of methods to forecast specific personnel needs.
FORECASTING HUMAN RESOURCE SUPPLY
The forecast of the supply of human resources must take into account
both the present workforce and any charges that may occur within it.
REPLACEMENT
When forecasting supply, planners should analyse the organization’s CHART
existing employees to determine who can be retrained to perform the A list of key personnel
required tasks. and their possible
replacements within a
firm. The chart is
Two useful techniques for forecasting human resource supply are the
maintained to ensure
replacement chart and the skills inventory. A replacement chart is a that top-management
list of key personnel and their possible replacements within a firm. The positions can be filled
chart is maintained to ensure that top- management positions can be fairly quickly in the
filled fairly quickly in the event of an unexpected death, resignation, or event of an
unexpected death,
retirement. A skills inventory is a computerized data bank resignation, or
containing information on the skills and experiences of all present retirement.
employees. It is used to search for candidates to fill available
positions. SKILLS
INVENTORY A
MATCHING SUPPLY WITH DEMAND computerized data
bank containing
information on the
Once they have forecasted the supply and demand for personnel, skills and experiences
planners can devise a course of action for matching the two. of all present
employees. It is used
to search for
When demand is predicted to be greater than supply, they must make
plans to recruit new employees. The timing of these actions depends on the types
of positions to be filled.
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