1. Human Resource Management

2. Human Resources Management 3. Recruitment 4. Recruitment

The process by which a job vacancyis identified and potential employees are notified.

The nature of the recruitment processis regulated and subjectto employment law.

Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

5. Recruitment

Job description outline of the roleof the job holder

Person specification outlineof the skills and qualities requiredof the post holder

Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

6. Selection 7. Selection

The process of assessing candidates and appointing a post holder

Applicants short listed most suitable candidates selected

Selection process varies according to organisation:

8. Selection

Interview most common method

Psychometric testing assessing the personality of the applicants will they fit in?

Aptitude testing assessing the skillsof 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 skillsas well as the ideas of the candidate

9. Employment Legislation 10. Employment Legislation

Increasingly important aspect of the HRM role

Wide rangeof 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. 11. Discrimination

Crucial aspectsof employment legislation:

• Race

• Gender

• Disability

Disability is no longer an issue for employersto ignore, they must take reasonable stepsto accommodate and recruit disabled workers. Copyright: Mela, http://www.sxc.hu 12. Discipline 13. Discipline

Firms cannot just sack workers

Wide range of procedures and stepsin dealing with workplace conflict

• Informal meetings

• Formal meetings

• Verbal warnings

• Written warnings

• Grievance procedures

• Working with external agencies

14. Development 15. Development

Developing the employeecan be regarded as investingin a valuable asset

• A source of motivation

• A source of helping the employee fulfil potential

16. Training 17. Training

Similar to development:

• Provides new skills for the employee

• Keeps the employee up to datewith changes in the field

• Aims to improve efficiency

• Can be external or in-house

18. Rewards Systems 19. Rewards Systems

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.

20. Trade Unions 21. Trade Unions

Importance of building relationships with employee representatives

Role of Trade Unions has changed

Importance of consultationand negotiation and workingwith trade unions

Contributes to smooth change management and leadership

22. Productivity 23. Productivity

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 forwardto help both employee and organisation