HUMAN RESOURCE MANAGEMENT
1.
Human resource management (HRM, or simply HR) is a
function in organizations designed to maximize employee performance of an
employer's strategic objectives. HR is primarily concerned with the management
of people within organizations, focusing on policies and systems.
The role of human resource management is to plan,
develop, and administer policies and programs designed to make expeditious use
of an organization’s human resources. It is that part of management which is
concerned with the people at work and with their relationship within an
enterprise.
Its objectives are:
Its objectives are:
- Effective
utilization of human resources;
- Desirable
working relationships among all members of the organisation; and
- Maximum
individual development.
The major functional areas in human
resource management are: Planning,
- Staffing,
- Employee
development,
- Employee maintenance.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
Strategic perspective
Organization
design
Change management
Corporate Wellness management
Change management
Corporate Wellness management
PEOPLE ACQUISITION AND DEVELOPMENT
Staffing
the organization
Training & development
Career Management
Performance Management
Training & development
Career Management
Performance Management
ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES
Compensation management
Information management
Administrative management
Financial management
Compensation management
Information management
Administrative management
Financial management
ROLES
The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
STRATEGIC PERSPECTIVE
The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
STRATEGIC PERSPECTIVE
1. Develop Human Resource plans and strategies aligned to the organization’s strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies
4. Manage the interface between HRM
processes and systems.
5. Formulate and communicate HRM policies.
6. Act as the conscience of employer with
respect to people issues.
8. Assess the long-term impact of
short-term decisions on people.
9. Manage people related issues
accompanying mergers, alliances and acquisitions.
ORGANISATIONAL DESIGN
1. Analyze work processes and recommend
improvements where necessary.
2. Recommend options for organizational design & structure.
CHANGE MANAGEMENT
1. Advise management on implications of
change for employees.
2. Co-ordinate & facilitate the change
process.
3. Facilitate changed relationships.
4. Provide support structures for employees
during change.
5. Deliberate and proactive management of
the changing environment and its implications for work and the organization.
CORPORATE WELLNESS MANAGEMENT
CORPORATE WELLNESS MANAGEMENT
> Develop and
communicate policies and procedures with regard to the management of wellbeing
> Manage occupational health and safety
> Manage wellbeing (Employee Assistance
programs & Health Promotion programs)
TRAINING & DEVELOPMENT
> Develop a training & development
strategy according to the requirements of legislation and with the improvement
of productivity and delivery as outcome.
> Conduct a training needs-assessment including the assessment of prior learning and write training & development objectives based on the outcome thereof.
> Conduct training & development.
> Evaluate training & development
with regard to the return on investment.
> Promote training & development in
the organization.
CAREER MANAGEMENT
CAREER MANAGEMENT
> Design and implement a career management program aimed at integrating individual aspirations and organizational needs & realities.
> Manage career-related issues in the organization
for example women, affirmative action and management of diversity with
attention to legislation in this regard.
HUMAN RESOURCE MANAGEMENT
1. Human resource management (HRM, or simply HR) is a
function in organizations designed to maximize employee performance of an
employer's strategic objectives. HR is primarily concerned with the management
of people within organizations, focusing on policies and systems.
The role of human resource management is to plan,
develop, and administer policies and programs designed to make expeditious use
of an organization’s human resources. It is that part of management which is
concerned with the people at work and with their relationship within an
enterprise.
Its objectives are:
- Effective
utilization of human resources;
- Desirable
working relationships among all members of the organisation; and
- Maximum
individual development.
The major functional areas in human
resource management are: Planning,
- Staffing,
- Employee
development, and
- Employee maintenance.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
Strategic perspective
Organization design
Change management
Corporate Wellness management
Organization design
Change management
Corporate Wellness management
PEOPLE ACQUISITION AND DEVELOPMENT
Staffing the organization
Training & development
Career Management
Performance Management
ADMINISTRATION OF POLICIES , PROGRAMMES & PRACTICES
Compensation management
Information management
Administrative management
Financial management
Compensation management
Information management
Administrative management
Financial management
ROLES
The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
STRATEGIC PERSPECTIVE
The roles listed above are now described in terms of broad functions, activities and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
STRATEGIC PERSPECTIVE
1. Develop Human Resource plans and strategies aligned to the organization’s strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies
4. Manage the interface between HRM
processes and systems.
5. Formulate and communicate HRM policies.
6. Act as the conscience of employer with
respect to people issues.
8. Assess the long-term impact of
short-term decisions on people.
9. Manage people related issues
accompanying mergers, alliances and acquisitions.
ORGANISATIONAL DESIGN
1. Analyze work processes and recommend
improvements where necessary.
2. Recommend options for organizational design & structure.
CHANGE MANAGEMENT
1. Advise management on implications of
change for employees.
2. Co-ordinate & facilitate the change
process.
3. Facilitate changed relationships.
4. Provide support structures for employees
during change.
5. Deliberate and proactive management of
the changing environment and its implications for work and the organization.
CORPORATE WELLNESS MANAGEMENT
CORPORATE WELLNESS MANAGEMENT
> Develop and
communicate policies and procedures with regard to the management of wellbeing
> Manage occupational health and safety
> Manage wellbeing (Employee Assistance
programs & Health Promotion programs)
TRAINING & DEVELOPMENT
> Develop a training & development
strategy according to the requirements of legislation and with the improvement
of productivity and delivery as outcome.
> Conduct a training needs-assessment including the assessment of prior learning and write training & development objectives based on the outcome thereof.
> Conduct training & development.
> Evaluate training & development
with regard to the return on investment.
> Promote training & development in
the organization.
CAREER MANAGEMENT
CAREER MANAGEMENT
> Design and implement a career management program aimed at integrating individual aspirations and organizational needs & realities.
> Manage career-related issues in the organization
for example women, affirmative action and management of diversity with
attention to legislation in this regard.
> Manage career-related issues
surrounding organizational restructuring, downsizing & outplacement
including provision of support.> Manage career-related issues
surrounding organizational restructuring, downsizing & outplacement
including provision of support.
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