Notesale: Turn your study into money

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Having completed this course you will be able to:
Identify the factors that influence the workforce
Describe the role of a human resources manage
Discuss the eight stages of the employment life cycle
Explain the key motivational theories
List the forms that conflict may take in the workplace
Suggest ways in which a HR manager can help alleviate conflict
Describe how changes in society, technology and legislation may impact employees
Discuss KPI's and methods of recognition and reward
Introduction to managing human resources
Just about every organization today claims that their human resources are their most
important and valuable assets
...

Sourcing and Training Staff- Human resources management deals with issues such as staff
selection and motivation, training and remuneration
...
Human resource
managers are responsible for creating 'win-win' relationships for both the individual employee
and the organization as a whole
...

If employee performance is not up to the benchmark, then the organization will not be working
in synergy and will not be able to meet the standard set by the industry leader
...
Today, the human resource factor is really the only viable choice
to achieve that competitive edge or advantage over corporate competitors
...
Managers of organizations look to enhance employee performance in
order to increase employee productivity
...

Management must ensure that employees are suitably selected, correctly trained and also
appropriately remunerated and motivated to stay on the job
...

Management must also take into account various legislative enactments which impact on the
way that employees are actually employed
...
organizations must ensure
that they comply with these laws and regulations otherwise they face a fine, imprisonment or
closure of the organization
...
The role of the formerly titled Personnel Manager has been extended and
has moved beyond basic data collection relating to such things as payroll, sick day
entitlements and holidays taken
...

HR Managers are mainly responsible for implementing change in workplace procedures and
for ensuring that employees are fully informed of the changes and are willing and able to
accept the changes being implemented
...

Management of organizations can see that their relationship with employees is capable of
giving them a competitive edge over their competitors and, hence, an increase in their market
share, if the relationship is managed effectively
...
These advertisements usually contain a summary of both the job
description (an outline of the tasks that the HR Manager is expected to perform on the job)
and the job specification (an outline of the qualifications, personal attributes and skills
expected of a successful applicant for the job) of a Human Resource Manager
...

● The demographics of the local population
● The diversity of the workforce
● The skill level of the workforce
● The education level of the workforce
● The training made available to workers
● The motivation of the workforce to work full time
● The provision of child-care facilities
● The level of remuneration associated with the job
● The security associated with the employment contract
● General employment trends, eg
...

● The working conditions
Organizational objectives
...
The attainment of
organizational objectives will require the cooperation of employees and a concerted effort on
their part to achieve the objectives
...

Terms and conditions of employment
Employees expect that when they are employed that management will ensure that certain
factors are acknowledged and taken into account when setting terms and conditions of
employment
...
Although the
notion of 'a job for life' is no longer adhered to, most employees expect that there is some
degree of security associated with their employment and that they will not have their position
terminated unlawfully, unfairly and without suitable notice
...

Use the animation to explore some of the many reasons why people work
...
The aim of
the manager will be to initially maintain the employee in the employment of the organization
and then to enhance the performance of that employee by keeping the employee 'on board'
...
The
motivators used by management may be positive motivators or negative motivators, that is,
they may use opportunities or threats as the basis of their motivation
...

However, what HR Managers must be aware of is that no two individuals are alike and
that what motivates one individual will not necessarily be appropriate for the next
employee
...

The scientific approach extended the classical approach and used remuneration
based on output as the motivating force in the workplace together with careful
monitoring of work practices
...

The behavioral approach adopted the approach that the employees will be motivated
if management meets their psychological needs
...
These include:
○

Mayo stated that motivating employees was associated with giving adequate
attention to the employees and improving the social environment of the
workplace
...
Type Y people
are best motivated by encouraging them to achieve their goals and treating
them as individuals
...


○

Maslow established a hierarchy of needs that must be met if employees are to
be motivated
...


Maslow's hierarchy of needs is based on a pyramid structure
Herzberg also established a motivational theory
...

He distinguished between needs that he defined as job satisfiers (higher order needs) and
those he defined as job dissatisfiers (lower order needs)
...
The
dissatisfiers are associated with external or extrinsic needs whilst the satisfiers are associated
with internal or intrinsic needs
...


Strategies for motivating employees
In order to motivate employees, management adopt a wide range of strategies
...
g
...
g
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g
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The employment cycle
refers to the stages that an employee's career passes through as they progress in terms of
their employment within an organization
...
It is important that the HR Manager has systems in place that
not only monitor these various stages and assist the employee to reach optimal performance
levels, but that controls are put into place for the benefit of the individual employee's own
career as well as for the benefit of the organization as a whole
...
The HR Manager must also take into account known
and established principles of business ethics and social responsibility
...


Human resource planning
The HR Manager needs to plan in advance for the needs of the organization
...
The level of employment will depend on the level of
economic activity and the level of production at that particular point in time and what is likely in
the next period and how this impacts on the organization
...

Job analysis
The HR Manager will need to assess each job within the organization to ensure that it is
actually needed
...

The process associated with a job analysis should commence with an assessment and skills
audit of the current position within the organization, followed by research relating to similar
jobs carried out within similar organizations
...


Recruitment and selection
Once the Human Resources Manager has determined the demands of future employment, the
actual process of recruiting these staff members must commence
...
These sources of
employment may be in-house or outsourced
...


Stages in the selection process
The prospective applicants will post, e-mail or deliver their letters of applications and resumes
and the Human Resource Manager will need to select those applications that are to proceed
to the next stage in the recruitment process
...
A short list of prospective employees will then be drawn up
...
Some of the
prospective employees may be suitable employees at a later date and it is important to keep
these people on-side
...

The successful applicant should then be informed of the next meeting, which will be arranged
to discuss remuneration and terms and conditions of employment
...

Employment packages, agreements and contracts
The employer and the prospective employee must then meet to discuss remuneration and the
terms and conditions of employment
...
The 'safety
net' of employment terms and conditions would have already been prescribed by legislation,
either State, Commonwealth, or Country legislation
...


The actual terms and conditions of employment may vary greatly between employees
...
The individual employee and the employer
will need to consider all relevant legislation, when negotiating the employment package
...
They include motor vehicles, education expenses, share issues, profit sharing
arrangements, vacations, provision of technological equipment, e
...
mobile computers and
mobile phones, office location, and other benefits such as medical expenses, retirement
funds, and superannuation contributions
...

There are a number of workplace agreements that a prospective employee may be asked to
agree to and sign before accepting employment
...
These agreements will set out rates of pay, conditions of work including hours of work,
leave provisions, employee relations and dispute resolution procedures, termination or
severance processes and career and promotion paths
...

On the other hand, an individual employee contract may be used to set out all of the above
conditions
...

Induction, training and development
Immediately prior to the employee starting the job, a period of familiarisation and induction
should take place
...
Management may appoint a mentor and the mentor will be responsible for
the orientation process
...
This training and development will involve basic
and induction training followed by advanced skill training and cross and multi-skill training
...
The type of training undertaken may be self-paced learning or competency
based training with or without recognition of previous competency (competency based training
requires that the employee reaches a prescribed standard before they are permitted to
advance to the nest stage in the training)
...

This training will enable the individual employee to enhance their performance (and in turn that
of the organization) and to improve their job promotion prospects
...

A training needs analysis of the organization will need to be undertaken and a programme of
training put into place in order to achieve organizational objectives
...
In addition, the
programme should be designed to enable individual employees to achieve career path goals
...

Recognition and reward
Recognition, reward and remuneration - the desired outcomes of the employment process for
any employee
...

Recognition and rewards may take many forms as provided by an employer
...
g
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Managers are responsible
for the performance of employees and should therefore establish a system whereby the
performance of each employee is evaluated on a regular basis
...

There are many methods that may be used to assess the performance levels of employees
...
The

end result will be an assessment of the performance of the employee based on the current
period and a projection of expected performance over the next period
...

There are many steps to a successful appraisal process
...


Management by Objectives is another method of employee performance appraisal
...
A timeline is established and an assessment of the employee's
performances is based on the extent to which the employee achieves these objectives within
the specified time period
...

Human resource management: termination/separation
The final stage of the employment cycle is termination or separation
...
It is important that management follows the
legislative procedures when terminating an employee's employment or when the employee is
leaving the organization voluntarily
...
If the HR Manager does not follow the legislative guidelines,
the organization may find itself faced with litigation for unfair dismissal
...
In addition, the HR Manager or a member of the HR staff

should conduct an exit interview to establish the reasons why the employee is leaving the
organization, if the termination of employment is voluntary
...
It
determines how these two parties interact with each other when determining terms and
conditions of employment, during dispute negotiation and resolution, and throughout
day-to-day operations
...

Essentially, the objectives of employees and employers are diametrically opposed
...
A conflict of interests is bound to occur!
The role of human resource managers in employee relations
The role of the Human Resources Manager is to ensure that a harmonious relationship
develops between the management and the employees of an organization
...
The HR
Manager is responsible for ensuring that all aspects of the employment cycle for each
individual employee is administered effectively and efficiently
...
The HR Manager
must work to prevent such disputes and conflict from occurring so that there is minimal
disruption to workplace activities and so that there is minimal performance gap
...

The forms that this conflict may take include:
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strikes by employees
bans on commencement of work sites and boycotts on continued work
stop work meetings
'go slow' and 'work to rules' conditions imposed by employees
demarcation disputes between unions

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lock-outs by management
picketing of workplaces
disciplinary action taken by management, e
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demotion, transfer, dismissals, sackings
and retrenchments, and, stop work meetings by employees

The HR Manager can avoid such disputes if the following action is taken
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The evaluation of the current state of employee relations
may be made by use of specific Key Performance Indicators (KPIs) or by the conduct of an
employee relation's audit
...
This management style is
conducive to higher levels of employee satisfaction and empowerment
...

There are many skills that the manager should exhibit if the state of employee relations is to
be improved within an organization
...
Human Resource Management is never static
...
Let's begin by outlining
the ways in which changes in the attitudes of workplace stakeholders can affect Human
Resource Management
...
Stakeholders being any individual or organization that has
a 'vested interest' in the successful operation of the organization and that stands to lose
something if the organization is not successful
...
These changes in
attitude may occur as a result of social, political, legal, cultural, economic, technological,
demographic and like changes
...
g
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There are many changes in attitude that are reflected in the way that workplaces operate
today
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Workplace employment conditions
Management must follow social trends and demands and provide for flexibility and adaptability
with respect to how their employees actually work and are treated by management
...
They must be able to work in teams and management must be able to
accommodate employees in revised work schedules
...
Work schedules must take into account the
growing number of employees who want to work part-time, work fewer days in a full 35-40
hour working week, share jobs, and work under flexible hour arrangements including shift
work and telecommuting
...

Workplace diversity
Management must also take into account the changes that are occurring in terms of the
workforce - its composition and the participation rate of employees
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Organizations need to
implement policies that are 'family-friendly' and take into account the changing role and needs
of women, in particular, in the workplace
...
Organizations also need
to ensure that they tap into the many skills and talents that their employees possess and
utilise this diversity of talent for the benefit of the individual employee and the organization
...

The influence of the international market place and the globalisation of markets also affects
organisations and the way they operate
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Management should attempt to achieve the benefits of organisational efficiencies and
effectiveness by taking these changes in attitude into account when they are developing and
implementing their organisational practices and policies
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There are many forms that this
technology can take, from machine technology to information technology, and management
must research all trends and developments in these areas and assess their relative
significance to the organisation
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Some jobs no longer need to be performed
whilst new jobs evolve from the introduction of the technology into the workplace
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Assistance must be provided to those employees who find
themselves de-skilled and those who need to be multi-skilled or cross-skilled
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Management of organisations may introduce a computerised database on employees and
workforce trends generally
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Changes in legislation
Organisations must comply with State and
Federal legislation with respect to how
they operate and run their businesses
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There are various legislative enactments
that cover areas related to employee
relations, diversity in the workplace and
equal employment opportunities,
affirmative action and occupational health
and safety
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Legislation and discrimination
Diversity and Equal Employment Opportunities legislation is designed to protect the rights of
employees and to ensure that they are not discriminated against by management or by fellow
employees
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Summary of key learning points for Corporate Management
Human Resource Management involves the process of managing people to perform various
tasks within the organisation so as to achieve organisational goals
...
In many organisations, this role is outsourced to
external change agents or facilitators
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job sharing, tele-communication
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Human Resource Planning
2
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Selection
4
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Training & Development
6
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Motivation
8
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It
determines how these two parties interact with each other when determining terms and
conditions of employment, during dispute negotiation and resolution, and throughout
day-to-day operations
...

HR Managers measure the state of employee relations using the following:
● the level of absenteeism
● the level of employee morale

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the level of employee participation in the decision-making process
the level of productivity
the number and length of industrial disputes
the level of staff turnover

There are many changes in attitude that are reflected in the way that workplaces operate
today
...

Changes in organisational policies and practices may occur as a result of changes in the
attitude of workplace stakeholders, changes in the technology that the organisation uses in its
operations and changes in legislation that have a direct impact on the way that organisations
operate and function
...




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