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MNB1501

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Lecture notes of 13 pages for the course MNB 1501-Business Management 1A at Unisa (.)

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  • July 23, 2021
  • 13
  • 2020/2021
  • Class notes
  • Unisa
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LLL56
MNB1601/001/4/2017


Learning Unit 3
Meeting human resource requirements and
developing effectiveness in HR


INTRODUCTION AND AIM OF THE UNIT
You will see in this module that the main objective of a business is to maximise profitability
489




in the long term. This goal can be achieved in various ways, for example by producing
and/or selling a product or service that is unique or satisfies a specific need for custom-
ers. What is central to these business activities is that people are involved in them. Even
the most automated, state-of-the-art businesses employ people; yet one of the most
difficult management tasks is to find and keep people who are able and willing to work
towards the achievement of organisational goals. This is the responsibility of the human
resource function.



18 STUDY CHAPTER 12 (section 12.1 – 12.6) IN ITBM

Contents of this learning unit:

−− The relationship between line management and the HR department
−− HR planning
−− Finding qualified workers
−− Developing qualified workers
−− Keeping qualified workers
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19 Learning objectives

After completing this unit, you should be able to

yy describe the human resource planning process by discussing each step and explaining
its purpose
yy explain the process of finding qualified workers by describing the recruitment and selec-
tion processes
yy explain how a systematic approach to human resource development contributes to or-
ganisational success by explaining the different approaches to training and emphasising
the contribution of analysis of development needs
yy explain how compensation contributes to the retention of staff by discussing the differ-
ent kinds of compensation that employers can offer and briefly describing how the size
of compensation is determined
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492




45

, KEY TERMS


job analysis job description
job specification human resource forecasting labour market
recruitment psychological testing
preliminary screening diagnostic interview
references training
induction human resource development formal
development development
informal development performance appraisal
analysing development needs direct compensation
feedback rewards
indirect compensation



Refer to the end of chapter 12 in the prescribed book to familiarise yourself with the key
493




terms for this learning unit before continuing.


3.1 THE RELATIONSHIP BETWEEN LINE MANAGEMENT AND
THE HR DEPARTMENT

Study section 12.1 and 12.2 in ITBM


The human resource (HR) function has changed dramatically over the past decade. In the
494




past, HR managers were only responsible for administrative activities such as keeping
leave records up to date and managing the payroll. Today, this is only one of the activities
of an HR manager. The HR manager must be a strategic partner in the business, aligning
HR strategies with organisational goals and strategies.

This implies that managers should treat their human resources differently, assisting them
495




to reach their work goals, utilising their skills efficiently, maintaining and developing
quality of work life and managing change to the advantage of all the stakeholders. It is
important to remember that every manager is responsible for the efficient management
of human resources and that the HR function serves as advisor and guide.



Check this out and then join the online discussion in Discussion Forum 3 (dis-
20




cussion 1) about human resource management!

Human resource management: https://www.youtube.com/watch?v=9ZLbSk1Te68




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