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organizational goals.
H
force
H
The development & implementation of systems in an
organization designed to attract, develop and retain a high
performing workforce.
system
administration,
1.
Technology
2.
Globalization
2.
I.
II.
III.
IV.
V.
Globalization
As a result of efforts by employers to develop lean organisations,
workplace required to become more flexible.
For example employers want:
To be able to hire workers on short tem contracts because of the
uncertainties they face in their business
To be able to dismiss workers as and when required without paying them
any retrenchment benefits
To be able to outsource work to other companies; e.g. Using workers in
other countries which are more cost effective than hiring local workers
directly to do the work
To employ workers who are wiling and capable of being trained in a
number of different skills so that they can undertake a variety of tasks
without any problem
To compensate workers in such a way that when the company is doing
well financially, the workers will be paid more and conversely when the
company is facing financial difficulties the workers will be paid less
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3.
Education
Aware of their employment rights
11
3.
Education
Employees expectations concerning work life balance are also
changing. In developed countries, a growing number of workers are
I.
II.
III.
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4.
Workforce diversity
Baby boomers (1940 1964)
Generation X (1965 1979)
Characteristics of generation Y:
- Ambitious; 81% expect to be promoted within 2 years or they will
move jobs
- Seek for development; 90% will stay longer with their employer if
they received appropriate training and development opportunities.
- Value leadership which empowers, consults and partners.
- change jobs frequently; more than 63% stay less than 2 years per
employer
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Staffing
Process
through
which
an
to
achieve
organisational
objectives
15
HR
development
Major functions consisting
(HRD)
training , development,
individual career planning and
development and performance
management and appraisal.
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17
Direct Financial
Compensation
compensation.
person works.
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Safety
Protection of employees
from injuries caused by
Safety and
health
Health
Employees freedom from
physical or emotional illness
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Employee and
Labour Relations
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Responsibility of HR
Small
Heads Of Department/
All Managers
Medium sized
Administration Department
Large sized
HR Department,
Training Department And
Industrial Relation Department
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Welfare managers
Personnel managers
main function:
Keep records of
employees
Assist in administering
various benefits, e.g.
leave applications
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Factor
Psychological
contract
Compliance
Commitment
Employee relations
perspective
Preferred
structure/system
Bureaucratic/
mechanistic, centralized,
formal/defined roles
Organic, devolved,
flexible roles
Roles
Specialized/professional
Evaluation
Cost minimization
Maximum utilization
(human asset accounting)
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1.
2.
Train workers
3.
4.
5.
6.
7.
Ensure legality
8.
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DISSCUSSION!
25
Good
Good Communication
Communication skills
skills
High
High ethical
ethical standards
standards
Able
Able to
to bring
bring change
change to
to people
people
Able
Able to
to understand
understand the
the business
business context
context
IT
IT savvy
savvy
Numerate
Numerate and
and able
able to
to analyze
analyze data
data
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Human
resource
management
is
the
development
and
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28
Term
Definition
Baby boomers
Generation X
Generation Y
Human resource
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