Near East University Faculty Of Economics &

Transcript:Near East University Faculty Of Economics &:
Near East University Faculty Of Economics & Administrative Sciences MAN - 101 Introduction To Business Week 5 Tuğberk KAYA tugberk.kaya@neu.edu.tr Human Resource Management (HRM) HRM is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2008) ‘HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work.’ (Guest, 1987) ‘The management of work and people towards desired ends’ (Purcel et. al, 2003) Four key activities: Selection, Performance management, Reward, Development (Fombrum, Tichy, Devanna 1984) Why HR is important? Aims of HRM HR Manager Proficiencies HR Proficiencies: Employee Selection Training Compensation 2. Business Proficiencies: Merge business objectives with employee objectives. Strategic planning Production Marketing Finance HR Manager Proficiencies 3. Leadership Leading teams effectively Change management 4. Continuous Learning: -Research and apply recent trends in the industry. Job Analysis ‘The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for.’ Why Job Analysis is required? In order to produce information used for job description and job specifications. Definitions Job Description: ‘A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities.’ Job Specifications: ‘A list of a job’s human requirements, required education, skills and personality.’ Functions of HR Manager By job analysis HR Manager collets following information; Work activities Human Behaviours Machines, tools, equipment and work aids Performance standards Job context Human Requirements Why job analysis is important? Recruitment and Selection Compensation Training Performance Appraisal Discovering Unassigned Duties Personal Planning & Forecasting Personal Planning (PP) is about deciding what positions the firm will have to fill and how to fill them. PP can include all jobs from cleaning staff to CEO. Executive jobs can also be selected by succession planning. Personal Planning should derive from the firm’s strategic plans. Forecasting Personal Needs Simple method; forecast revenue then estimate size of staff required to achieve this sales volume. Trend Analysis: study of a firm’s past employment needs over a period of years to predict future needs. Ratio Analysis: A forecasting technique for determining future staff needs by using ratios between, for example, sales volume and number of employees need. The Scatter Plot: A graphical method used to help identify the relationship between two variables. The Training Process Training The process of teaching new employees the basic skills they need