HR

Human resources (hr) people

Who work in an organization.
Also called personnel.
WHY HR
Employees are the foundation of every successful business.
This is why human resource (HR) management is so important.
The HR department performs a wide variety of duties
and is responsible for helping employees feel safe,
valued and properly supported.
STAFF AND LINE EMPLOYEES
Line managers have the final responsibility for
achieving the organization's goals.
They also have the authority to direct the
work of subordinates.
Staff managers usually help and advise line
managers in achieving organizational goals.
KEYS HR CHALLENGES(3,types)
Environment
Rapid Change
Rise of the Internet
Workforce Diversity
Globalization
Individual
Responsibility
Productivity
Empowerment
Brain Drain
Organization
Quality,
Decentralization
Downsizing
Small Businesses
ENVIRONMENTAL CHALLENGES
The environmental challenges are related
to the external forces that exist in the outside
environment of an organization and can influence
the performance of the management of the organization
Rapid Change
The world is changing at a faster rate because change is constant for
several centuries. So the management of the organizations should be
quickly adaptive to the changing requirement of the environment otherwise
they become obsolete from the market.
Workforce Diversity
The changing environment provides both the opportunities and threats to
the human resource management of the organization.
Globalization
One of the serious issues that today’s organizations are facing is the issue
of globalization. The world is converting into a global business and severe
competition is started between domestic and foreign companies. Such
competition results in laying off the effective workforce of the organization.
ORGANIZATIONAL CHALLENGES
The organizational challenges for HRM are related to the factors that are
located inside the organization. Although these challenges are evolved as a
byproduct of the environmental challenges these can be controlled by the
management of the organization to much extent.
Decentralization
Transferring responsibility and
decision-making authority from
a central office to people and
locations closer to the situation that
demands attention.
Downsizing
A reduction in a company’s
workforce to improve its bottom line.
INDIVIDUAL CHALLENGES
Human resource issues at the individual level address the decisions most
pertinent to specific
employees. These individual challenges almost always reflect what is
happening in the larger
organization. For instance, technology affects individual productivity;
empowerment
Providing workers with the skills
and authority to make decisions
that would traditionally be made by
managers.
brain drain
The loss of high-talent key personnel
to competitors or start-up ventures
productivity
A measure of how much value
individual employees add to
the goods or services that the
organization produces.
JOB DESIGN AND 5 APPROACHES
Job Design
The process of organizing work
into the tasks required to perform
a specific job.
Enrichment: Enlargement: Simplification
Rotation: Traditional Approach

FUNCTION OF HR
Recruitment and Hiring
Training and Development
Employer-Employee Relations
Maintain Company Culture
Manage Employee Benefits
Create a Safe Work Environment
Handle Disciplinary Actions

JOB ANALYSIS
Job analysis is the process of gathering and
analyzing information about the content and
the human requirements of jobs, as well as,
the context in which jobs are performed.
This process is used to determine placement of jobs.
Under NU values the decision-making in this area is
shared by units and human resources.
TASK
Basic Element Of Work That
Is Necessary In Performing A Job Duty
DUTY
A Duty Consist Of One Or More Task That Are Necessary In A Job
RESPONSIBILITY
One Or More Several Duties That Describe The Reason For Job Existence
WHY DO JOB ANALYSIS
Job analysis provides a clear description
of a job's responsibilities.
Beyond attracting qualified applicants,
it helps employees understand exactly
what's expected of them once they start working.
When employees are in positions they align with,
they tend to be more efficient
METHOD OF GATHERING JOB INFORMATION
Observation  method:
Questionnaire  method: 
Interview   method:
Checklist method: 
Daily   diary   method:   
Conference of experts method: 
Combination  of  two  or  more  methods:  

JOB DESCRIPTION
Job Descriptions Job description -where
the details regarding the job are given.
It is a list of job duties, responsibilities,
reporting, relationships, working conditions
and supervisory responsibilities 
JOB SUMMARY
Job specification is a statement of employee
characteristics and qualifications required
for satisfactory performance of defined duties
and tasks comprising a specific job or function.
Job specification is derived from job analysis.

ELEMENT OF JOB DESCRIPTION

A job description contains the following components:
job title, job purpose, job duties and responsibilities,
required qualifications, preferred qualifications,
and working conditions.
RECRUITING EMPLOYEES
it involves everything from the identification of a staffing need to filling it.
Depending on the size of an organization, recruitment is the responsibility
of a range of workers.
SOURCES OF RECRUITMENT
Recruitment from internal sources include the following:
1. Promotion:
Promotion involves shifting of an employee to a higher position carrying
higher responsibilities, higher status, and more pay.
External Sources of Recruitment:
External sources consist of:
The labour market which can be tapped by way of job advertisements in
newspapers and journals; employment exchanges; and notifying vacancies
to educational, professional, and technical institutions.