CHAPTER 4:

HUMAN
RESOURCES
MANAGEMENT
LEARNING OBJECTIVES

• Have basic understanding about human resources:

definition, features.
• Describe the major components of human resources
management: job analysis, human resources
planning, recruitment, personnel training and
development.
• Identify the steps in human resources planning.
• Outline the challenges faced by human resources
managers in the  era of globalization with a lot of
breakthrough technologies.
 • Human resources is human-related
resources - a subset of population,
which plays an important role in value
creating for the society.

DEFINITION • Human resources is one of the

OF HUMAN essential resources of every
RESOURCES organization. Human resources can be
classified into:
- Trained and skillful personnel
- Trained personnel
- Untrained personnel
 FEATURES OF HUMAN
RESOURCES
• Labor-power exists only as a capacity, or
power of the living individual.
• Over time, human resources might change,
positively or negatively.
• Labor market is competitive (Mutual
Recognition Arrangement – MRA)
 HUMAN RESOURCES
MANAGEMENT

• Human resources management consists of all the activities

involved in acquiring, maintaining and developing an
organization’s human resources in an effective and
efficient way, which matchs with each employee’s
competencies and goals as well as strategic objectives of
the firms.
• Human resources management manages the relationship
between employer and employees with the aim to achieve
the strategic goals of the firms and satisfy the needs of
employees.
HUMAN RESOURCES
MANAGEMENT
 HUMAN RESOURCES
MANAGEMENT

• Manages human resources in an effective and efficient way

by:
• Reducing cost
• Increasing productivity
 COMPONENTS OF HUMAN
RESOURCES MANAGEMENT
• Human resources planning
• Recruiting
• Maintaining
• Developing
 RECRUITING

• Job analysis
• Recruitment planning
• Recruiting
 JOB ANALYSIS
• Job analysis is a systematic procedure for studying jobs to
determine their various elements and requirements, and the
level of complexity .
• Who do the job?
• When it should be done?
 JOB ANALYSIS
• Job analysis determine a specific job’s various elements, the
activities performed, the level of proficiency required for each
activity, and the particular set of qualifications that the
position demands.
Job description

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 RECRUITMENT PLANNING
• Define the organization’s personnel
demand
• Number of employees
• Required qualifications
• Review the current human resources
• Determining the firm’s future human
resources needs
• Forecast human resources demand
• Forecast human resources supply
 Recruitment plan
 PERFORMANCE APPRAISAL

• Set the evaluation criteria

• Develop evaluation policy
• Evaluate
• Discuss the performance appraisal
• Storage
 KEY PERFORMANCE
INDICATOR SYSTEM
KIP is a measurable value that demonstrates
how effectively a company is achieving key
business objectives, in human resources, KIP is
used for the following reasons:
• To make sure that the employees complete
all the necessary tasks mentioned in the job
description.
• To better evaluate the performance (quantity
KIP only )
• To improve the transparency
 COMPENSATION
• Compensation = Wage + incentive
 RULES ABOUT
COMPENSATION SYSTEMS

Competitive compensation

Compensation is distributed fairly within the

organization

Comparable worth
 Wage level: the firm’s
general pay level relative
Labor law
to pay levels of
comparable firms.
HOW TO
DEFINE
COMPENSATION
SYSTEMS Wage structure: relative
pay levels for all the
Individual wage: the
specific payments
• positions within the firm. individual employees will
receive.
• Compensation system
 TYPES OF COMPENSATION

Hourly/ weekly/
Commissions Gain sharing
monthly wage

Incentive
Merit pay Profit-sharing
payment
• Are the activities that help to improve
the qualification of the personnel
• Employee training and HUMAN
management development RESOURCES
• Position reassignment DEVELOPMENT
• Creating a friendly work
environment
MOTIVATION