Getting the Right People for Managerial Success
1 Strategic Human Resource Management
The strategic human resource management process aim is to optimize the workforce for the achievement of organization’s mission and vision. Human capital and Social capital are two main concepts in HRM. For better understanding of current and future employee’s needs a comprehensive strategy is required to be developed by Strategic human resource planning which can be achieved by job analysis for determining the needs of current needs and using human resource inventory technique for predicting the future needs of employees.
2 The Legal Requirements of Human Resource Management
The management needs to be aware of four laws relating to human resource which are labor relations, compensation and benefit, health and safety, and equal employment opportunity. There are three important concepts which are covered in Equal Employment Opportunity which are discrimination, affirmative action and sexual harassment.
3 Recruitment & Selection: Putting the Right People into the Right Jobs
There are two types of recruitment, internal and external. For attracting candidates from outside the organization the advertisement should give a realistic preview of the positive and negative features of the job. There are three types of selection tools which are background information, interview and employment tests. The background information is taken through resume, application form and reference checks. Interviews can be held in three forms, which are unstructured interviews, structured interviews and behavioral description interview. The employment tests are usually ability tests, personality tests and performance tests. Other than these tests the organization can also require a polygraph, drug test and genetic screening.
4 Orientation, Training, & Development
The employees are introduced to their work environment in three ways namely orientation, training and development. Orientation helps the employee to settle in more quickly. Training helps the employee to perform their jobs in a better way. While development help the employees to perform their jobs in a more efficient manner in future.
5 Performance Appraisal
There are two types of appraisals, objective and subjective. The objective appraisals are based on facts while the subjective appraisals are based on manager’s perception about the employee’s traits. There are many kinds of appraisal techniques like self appraisal, appraisal by managers, peers, colleagues and customers. The effective performance can be induced in two ways through appraisals like formal appraisal conducted at specific time in a year or informal appraisal conducted on an unscheduled basis.
6 Managing an Effective Workforce: Compensation & Benefits
Management maintains an effective working force through compensation which has three parts wages or salaries for their work contributed; incentives like bonuses, commission, profit-sharing plans and stock options; and benefits like self and family health insurance, retirement plans and family leave.
7 Managing Promotions, Transfers, Disciplining, & Dismissals
It is management responsibility to deal with promotions, transfers, disciplining and dismissals. Dealing with promotions managers need to be fair, indiscriminate and concerned about other employee’s resentment. Dealing with transfers managers need to be concerned with organizational and employee’s problems. In disciplining the employees the manager may consider demotion for their poor performance. The dismissals may include layoff, downsizing or firing.