...Human Resource Management ■ Analyze the diversity Legal Framework. Introduction : Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms: For most employers , the application form is the first step in the selection process. Application forms provide a record of salient information about the applicants for positions and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information , such as names ,addresses and telephone numbers, to comprehensive personal history profiles detailing applicants’ education , job experience...
Words: 2609 - Pages: 11
...Unit 2.1 – Human Resource Planning A thousand workers, a thousand plans. Chinese prover Key topics * Supply of human resources and demographic changes * Domestic and international labour mobility * Workforce planning * Recruitment, appraisal, training and dismissal * Changes in work patterns and practices: homeworking, teleworking and portfolio work Higher Level extension * Employment rights and legislation * Handy's shamrock organization Note: Higher Level students will need to be able to analyse reasons for changes in work patterns and practices and the consequences for employers and employees. INTRODUCTION Labour is one of the four factors of production. Many theorists argue that people are a firm's most valuable resource. Employing the right people will help a business to achieve its aims and objectives. To do this, a firm needs to use human resource planning, sometimes referred to as workforce planning. This is the management process of anticipating an organization's current and future staffing needs. It includes the number of employees required and the type of worker sought, such as graduates or ICT-literate workers. Anticipating the human resource needs of a firm can be carried out by looking at: * Historical data and trends. Data on trends, such as the rate of change in the size of the workforce over the past few years or the shift to part-time and flexible working hours, can assist management in planning...
Words: 18984 - Pages: 76
...spread quickly through Western Europe due to a high demand from workers and less governmental restrictions on work schedules. At the present time, due to the advancement of information technology and information system, this has further maximize the flexibility of work during the core hours to be stretched to working during non-core time like the weekends by enabling employees to work remotely from home instead of being physically present at the office. Flextime is no longer just considered as a benefit or privilege for the employees, but is able to provide competitive advantage for the organization over its rivals by being more flexible as a whole by providing quicker and timely support. This literature review will focus primarily on exploiting the benefits of practicing flextime and integrating it with information technology in the organizations in order to stay ahead of the rapidly changing economic trends and intensified competitions created by globalization and diversification. Benefits of Flextime Flextime is the most commonly researched form of work...
Words: 4877 - Pages: 20
...Benefits of Work-life balance Benefits for you Employees in companies already implementing work-life practices enjoy significant benefits such as: * Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret. * Being able to work in flexible ways so that earning an income and managing family/other commitments become easier. * Being part of a supportive workplace that values and trusts staff. People want to be able to have1: * a good quality of life * an enjoyable work life and career progression * training and development * good health * affordable childcare or eldercare * further education * more money * time to travel * time with friends and family * time to do sports and hobbies * time to do voluntary work Benefits for your business Good work-life balance policies and practices are good for business. Some of the benefits for you and your staff are: * Getting and keeping the right staff * Getting the best from staff * Being an ‘employer of choice’ and future proofing * Improving productivity Getting and keeping the right staff Finding and keeping good staff can be difficult especially in a tight labour market. Employers who can offer work-life balance and flexible work options are likely to have the competitive edge, gain access to a wider recruitment pool, and are more likely to hold onto existing staff. As a result of...
Words: 6719 - Pages: 27
...Business 4 Unit 4 [pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues relating to staff welfare. The staff in this department will usually have some knowledge of employment law and will be able to advise the organisation in this area. Organisational Culture Different organisations operate in different ways. Some organisations operate in a formal way, whereas others are more relaxed. In the past, the culture of an organisation has been described as ‘The way things get done around here’. While one culture may work for one organisation, a different culture may work for another. It is, however, important that everyone working for that organisation understands, and works well within, the culture of that organisation. TASK 1 Like many organisations, schools have a set of values and everyone in the...
Words: 4192 - Pages: 17
...Table of Contents Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Unit 7 Unit 8 Unit 9 Unit 10 Unit 11 Unit 12 Unit 13 Unit 14 Unit 15 Unit 16 Unit 17 Unit 18 Unit 19 Human Resource Management: Present & Future Information Technology for Human Resources Equal Employment Opportunity Job Analysis and Job Design Human Resource Planning Recruiting Employees Selecting Employees Orientation and Employee Training Management and Organizational Development Career Development Job Satisfaction and Employee Motivation Conflict management Performance Appraisal Systems Organizational Reward System Base Wage and Salary Systems Incentive Pay Systems Employee Benefits Labor Unions & Employee Relations Employee Safety and Health Syllabus Activities Glossary of Terms 1 6 7 9 12 14 16 19 22 25 28 32 35 39 42 47 49 52 55 57 62 79 Unit 1 HUMAN RESOURCE MANAGEMENT: PRESENT & FUTURE Human resource management Activities designed to provide for and coordinate the human resources of an organization. Human resource functions. Tasks and managers perform (e.g., determining the organization’s human resource needs, recruiting, selecting, developing, counseling, rewarding employees, acting as liaison with unions and government organizations, and handing other matters of employee well – being). • Most managers are periodically involved to some extend in each of the major human resource functions. At one time or another, most of managers are involved in some aspect of employee recruiting, selecting, training...
Words: 13267 - Pages: 54
... INDEX 1. INTRODUCTION TO CHANGE 2 a. CONCEPT OF ORGANIZATIONAL CHANGE 2 b. FORCES FOR CHANGE 3 2. CHANGE MANAGEMENT 5 a. PROGRESS THROUGH CHANGE MANAGEMENT 6 b. LEVELS OF CHANGE 7 c. TYPES OF CHANGE 8 d. STEPS IN MANAGING CHANGE 9 e. COMMON FACTORS TO SUCCESFUL CHANGE MANAGEMENT 10 3. RESISTANCE TO CHANGE 11 a. CAUSES OF RESISTANCE 11 b. SYMPTOMS OF RESISTANCE 13 c. BENEFITS OF RESITANCE 14 4. OVERCOMING RESISTENCE TO CHANGE 15 5. APPROACHES TO MANAGING CHANGE 18 a. HARRIS’S FIVE-PHASE MODEL 18 b. LEWIN’S THREE-STEP CHANGE MODEL 19 c. KOTTER’S EIGHT-STEP PLAN 20 6. CASE STUDY 22 7. BIBLIOGRAPHY 24 1. CHANGE ‘Change is the law of nature’. Nothing is permanent except change. Today’s business environment is unprecedented, in terms of the richness of its opportunities — and the scope of its challenges. The need to be nimble, to be able to make quick and effective changes in organizations, is vital in order to remain both relevant and competitive. Change can be time of exciting opportunity for some and a time of loss, disruption or threat for others. 1. a. CONCEPT OF ORGANIZATIONAL CHANGE The term ‘Organizational change’ implies the creation of imbalances in the existing pattern of situation. When an organization operates and functions for a...
Words: 6446 - Pages: 26
...Directorate of Human Resources and the Business School Centre for Diversity Policy Research Work-Life Balance An audit of staff experience at Oxford Brookes University By Simonetta Manfredi and Michelle Holliday The Centre for Diversity Policy Research, Oxford Brookes University Work-Life Balance: An audit of staff experience at Oxford Brookes University ISBN 1 873576 70 6 Published by The Centre for Diversity Policy Research, Oxford Brookes University Wheatley Campus Oxon. OX33 1HX http://www.brookes.ac.uk/business/research/cdpr DiversityCentre@brookes.ac.uk All rights reserved. Except for the quotation of short passages for the purposes of criticism and review, no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission of the publisher. British Library Cataloguing-in-Publication Data. A catalogue record of this publication is available from the British Library. Printed in Great Britain 2004. Authors: Simonetta Manfredi Co-Director, The Centre for Diversity Policy Research, Oxford Brookes University Michelle Holliday Equal Opportunities & Diversity Co-Ordinator, Oxford Brookes University Work-Life Balance: An audit of staff experience at Oxford Brookes University Page no. Contents 1 Acknowledgements 2 Executive Summary 2 1 5 Introduction: 1.1 Purpose...
Words: 18377 - Pages: 74
...2.1 – Human Resource Planning * Human resource or workforce planning: analyzing and forecasting the number of workers and the skills of those workers that will be required by the organization to achieve its objectives 2.1.1 – Identify the constraints and opportunities provided by demographic change. 2.1.2 – Discuss the significance of changes in labour mobility, both domestic and international. * Separated into occupational mobility of labour (based on workers’ willingness to take jobs requiring different skills) and geographical mobility of labour (based on willingness to move locations for jobs) * High labour mobility helps a country achieve economic efficiency if jobs are lost in one area, workers are willing/able to move to other occupations * Developed economies labour is typically immobile; emerging market economies labour mobile * The more mobile workers are, the higher the supply of labour tends to be * However, a high degree of geographical mobility, especially between rural and urban areas, can lead to overcrowding and worsened living conditions 2.1.3 – Compare present human resources with future requirements and evaluate strategies for developing future human resources. * HR departments need to calculate future staffing needs to avoid having too few or too many staff, or staff with the wrong skills * HR departments must respond to business (corporate) plan and its objectives, to build workforce plan * Starting workforce...
Words: 9334 - Pages: 38
...1. Executive Summary 2. Work Culture at P&G 3. Human Resource Issues at Proctor and Gamble • o Downsizing Executive Summary Procter & Gamble is a biggest name in the market which deals with consumer goods. Its headquarters is in Cincinnati, Ohio, USA. According to Fortune 500 P&G is one of the top Performing Companies. P&G holds ranks 39 on the list. P&G was founded by William Procter, a candle maker & James Gamble, a soap maker in the year 1837. After 174 years of the company’s establishment it is now one of the world’s largest manufacturing companies of consumer products for some of the brands of P&G are Tide, Pringles, Fusion, Gillette, Dash, Dolce and Gahanna etc. (Mello, 2006, Pg 397) P&G has operations in nearly 80 countries around the world and markets its nearly 300 brands in more than 160 countries. P&G is the recognized leader in the manufacturing, marketing and distributing of superior fabric and home care, beauty care, baby care, snacks etc. products worldwide. Three billion times a day, P&G brands touch the lives of people around the world. The company also has slogan “Touching Lives, Improving Life”. The present Chairperson, President and CEO of the company is Bob McDonalds. P&G generated the revenue of US$ 82.56 billion and the net income of US$ 11.797 billion in the year 2011. P&G employs more than 1,27,000 employees across the globe. (www.corporatewatch.org) In 20 years, P&G has made remarkable achievements...
Words: 3237 - Pages: 13
...5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) TABLE OF CONTENTS SL NO. | TOPIC | 1 | INTRODUCTION | 2 | CHALLENGES FACED AND THE NEED FOR GOOD HR PRACTICES IN ORGANIZATIONS | 3 | INNOVATIVE HR PRACTICES | 4 | FOUR CRITICAL DIMENSIONS OF BEST PRACTICES | 5 | INNOVATIVE PRACTICES IN DIFFERENT HR AREAS | 6 | CREATIVE THAT LEADING COMPANIES USE TO MAXIMISE THE POWER OF PEOPLE | 7 | ORGANIZATIONS THAT TOP THE LIST FOR THE BEST ADOPETED HR PRACTICES | 8 | LATEST NEWS ON THE INNOVATIVE HR PRACTICES ADOPTED ACROSS VARIOUS ORGANIZATIONS: | 9 | CONCLUSION | INTRODUCTION India was declared itself open to Liberalization in the year 1991. This paved the way for industrialization and rapid transformation in the Industry and Business sector. Liberalization also meant change in the working style of the people and hence organizations needed to innovate the HRM practices in an effort to ensure survival in an increasingly hypercompetitive environment. The key challenges of any HR department are employee acquisition, retention, developing employees, performance management, and talent-management according. Seeking, developing and engaging and keeping talent is a big challenge for today’s organizations because of innumerable options available outside. This is especially true for the Indian IT industry. Hence, argues that if companies continue to implement or use the traditional ways of...
Words: 9604 - Pages: 39
...Shaheed Zulfikar Ali Bhutto Institute of Science and Technology, Pakistan. shamim@szabist-isb.edu.pk Abstract Balance in work and family life is an emerging challenge for both employees and employers. The present research categorises selected variables as work and family related factors to study work life balance. This paper analyses the determinants of work and life imbalance with respect to male and female university teachers. A total of 146 teacher’s responses from both private and public sector universities are included in the study. Statistical analysis reveals that partner support, colleague support and job resources are positively associated with the work life balance whereas unfair criticism at job is negatively associated with work life balance. Independent sample t-test is used to analyse the effect of independent variables on work life balance with respect to male and female university teachers. The variables, partner support, childcare responsibilities, elder dependency, and colleagues support have different effect when analysed by male and female university teachers as independent samples. Keywords: Work life balance, University, Teachers, 1. Introduction Work/life is commonly referred to as work and family. To balance between the family responsibilities and work responsibilities has become a challenge for the people in many professions. Felstead, Jewson, Phizacklea and Walters (2002) defined the work life balance (WLB) strategies as those strategies which...
Words: 6862 - Pages: 28
...European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine...
Words: 4729 - Pages: 19
...Organizational Behavior Mayur M. Mohite MET MMS 2012-2014 Roll No.96, Div-B Managing Stress And Work Life Balance-Buddhism Pali quote 1 (Verse 81 of Dhammapada): Selo yathā ekaghano vātena na samīrati Evaṃ nindāpasaṃsāsu na samiñjanti paṇḍitā English Translation: As a solid rock is unshaken by the wind, even so the wise are unshaken by praise or blame. Meaning: The wise remain unmoved and unruffled both by praise and humiliation. The wise remain unshaken under all vicissitudes of life, like the solid rock that withstands the buffering of wind, unmoved. The ordinary people tend to be shaken by the changing vicissitudes of life.when something goes wrong, they are depressed. When things go well, they are elated. But, the wise are unshaken, whatever the fortune they face. It is said that the people in generally face eight kinds of vicissitudes : (1) gain (2) loss (3) neglect (4) attention (5) humiliation (6) praise (7) pleasure (8) Pain. These eight are described as the eight vicissitudes of life. The ordinary masses are shaken by these vicissitudes, but the wise remain unshaken by them. The wise ones are aware of the changing nature of the world; in response they remain unmoved by it. The wise person considers the circumstances carefully and notes that they are subject to fluctuations. His mind is not shaken by good fortune.nor he is depressed by misfortune. Analysis: According to me, nothing in this world is permanent, everything changes, if we are going through...
Words: 3453 - Pages: 14
...The Changing Context of Employment Relations 1 The population in Singapore is aging. Why should a human resource manager worry about such a trend? What is the implication of this trend to trade union leaders? There will be a shortage of workers when these mature employees reach retirement age which is also fuel by the shrinking population. Trade unions leaders and government are promoting lifelong learning and retraining to increase older workforce employability. 2 The workers of today are better educated. What is the implication of this trend for the human resource manager in a company? Better education has led to an occupational shift in the workforce. The number of people in the higher occupation groups has increased over the last decade. This resulted in an increase in occupation types for professional and manager while a decrease in occupation types for production workers and labourers. 3 There is a large pool of mid-career workers in Singapore labour market. What are their characteristics? How can an employer encourage these workers to continue contribution to the company? Mid-career workers were born during the 1930s to 1940s and educated in the 1940s to 1960s. These were periods of political uncertainty. The standard of living was low and many of these people had to drop out of school to look for jobs. Educational opportunities then were limited. Many of these mid-career workers are educated in non-English schools and thus most of them are not highly competent in...
Words: 5670 - Pages: 23
