HRE002 - P1 Concept Notes

Human Resource Management
Concept Notes
Lesson title: Defining Human Resource Management
- Human Resource Management (HRM) is an operation in companies designed to maximize employee

performance in order to meet the employer's strategic goals and objectives. More precisely, HRM focuses
on management of people within companies, emphasizing on policies and systems.
HRM includes the following functions:
• HR planning
• Recruitment & selection
• Training & development
• Performance management
• Compensation & benefits
• Health & safety
• Employee discipline
• Labor relations
• Career management
Human Resource Management as a discipline includes the following features:
1. It is pervasive in nature, as it is present in all industries.
2. It focuses on outcomes and not on rules.
3. It helps employees develop and groom their potential completely.
4. It motivates employees to give their best to the company.
5. It is all about people at work, as individuals as well as in groups.
6. It tries to put people on assigned tasks in order to have good production or results.
7. It helps a company achieve its goals in the future by facilitating work for competent and well-
motivated employees.
8. It approaches to build and maintain cordial relationship among people working at various
levels in the company.
Lesson title: Defining Explaining Human Resource Planning
-Human resource planning is a process by which a company ensures that it has the right number and
kind of people, in the right places at the right time, doing the things for which they are economically
most useful.
The following are the 7 Steps in Human Resource Planning:
1. Analyze objectives
2. Inventory current human resources
3. Forecast demand
4. Estimate gaps
5. Formulate plan
6. Implement plan
7. Monitor, control, and feedback
Possible criteria for evaluating HR plans include measuring:
1. Actual staffing levels against established staffing requirements
2. Productivity levels against established goals
3. Actual personnel flow rates against desired rates
4. Programs implemented against action plans
5. Program results against expected outcomes
6. Labor and program costs against budgets
7. Ratios of program results to program costs
Lesson title: Differentiating Job Description and Job Specification
-Job analysis is a process used to collect information about the duties, responsibilities, necessary skills,
outcomes, and work environment of a particular job. This information is needed in the preparation of
job description and job specification. It is also called as the building block of all Human Resources
Management functions because almost all HR programs use the information it provides.
- Job description is an organized factual statement of the duties and responsibilities of a specific job. This
gives the employee and supervisor a clear idea of what the worker must do to meet the demand of the
job.
-Job specification is a written explanation of the minimum acceptable human qualities necessary for
effective performance of a given job. They serve as a guide in hiring and job evaluation.
The following information should be seen in every job description and job specification:
JOB DESCRIPTION JOB SPECIFICATION
Job title Qualifications
Job location Experience
Job summary Training
Reporting relationships Skills
Supervisory responsibilities Emotional characteristics
Working conditions Sensory Demands
Job duties
Machines to be used
Hazards
Lesson title: Determining the Advantages and Disadvantages of Internal Recruitment
-Recruitment is an activity concerned with searching and attracting qualified applicants for positions that
are vacant or will be vacant. It also involves screening and interviewing various applicants to see who is
best qualified for the job.
-Internal recruitment is a method of identifying and attracting job candidates from within an
organization. Forms, of which include internal job posting & career ladders.
Types of Internal Recruitment
1. Internal job boards - are online job boards or physical locations in a workspace where jobs can be
posted. These function just like job boards at an employment agency or online with the exception that
they are limited to only current employees.
2. Career ladders - are a popular human resource tool used not only to recruit internal candidates but to
offer motivation to employees in the form of a career path.
3. Supervisor referrals - a supervisor who knows of a high performer recommends the employee to the
hiring manager.
Advantages Disadvantages
Boost employee morale Lack of fresh perspective
Decrease employee turnover Workplace jealousy
Reduces screening & training costs Limits your candidate pool
Lesson title: Determining the Advantages and Disadvantages of External Recruitment
-External Recruitment is the assessment of an available pool of job candidates, other than existing staff,
to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies.
It is the process of searching outside of the current employee pool to fill open positions in the
organization.
External recruitment sources include:
1. Media advertisements - most common and preferred source of external recruiting.

2. Employment agencies - used when a company needs applicants with the necessary skills and
experience but do not have enough resources to recruit.
3. Public Employment Service Office (PESO) - run by the government. It is the most common source that
offers jobs to unskilled, semi-skilled, and skilled workers.
4. Campus recruitment & internships - used when a company needs applicants for entry level positions.
5. Job fairs - used when a company needs applicants for various positions from different age brackets and
experiences.
6. Online recruitment - also known as e-recruiting. Employers can search and screen prospective
candidates electronically. Usually done when vacancy is managerial or supervisory position.
Advantages Disadvantages
1. Provides new ideas & fresh perspectives. 1. Search takes longer and costs more.
2. Internal politics may be avoided. 2. Outsider takes time to become familiar with
3. Bigger talent pool and provides more applicant. current systems and organization culture.
3. Can hurt employee morale and loyalty.
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Human Resource Management

Lesson title: Defining Human Resource Management

- Human Resource Management (HRM) is an operation in companies designed to maximize employee

HRM includes the following functions:

Human Resource Management as a discipline includes the following features:

1. It is pervasive in nature, as it is present in all industries.

2. It focuses on outcomes and not on rules.

3. It helps employees develop and groom their potential completely.

4. It motivates employees to give their best to the company.

5. It is all about people at work, as individuals as well as in groups.

levels in the company.

Lesson title: Defining Explaining Human Resource Planning

2. Inventory current human resources

7. Monitor, control, and feedback

Possible criteria for evaluating HR plans include measuring:

1. Actual staffing levels against established staffing requirements

2. Productivity levels against established goals

3. Actual personnel flow rates against desired rates

4. Programs implemented against action plans

5. Program results against expected outcomes

6. Labor and program costs against budgets

7. Ratios of program results to program costs

Lesson title: Differentiating Job Description and Job Specification

Lesson title: Determining the Advantages and Disadvantages of Internal Recruitment

Types of Internal Recruitment

Lesson title: Determining the Advantages and Disadvantages of External Recruitment

External recruitment sources include:

1. Media advertisements - most common and preferred source of external recruiting.

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