The Management of Human Resources

This presentation discusses the importance of managing human resources, including recruitment and retention, fair treatment and legal compliance, training and development, effective organizational design, promoting and sustaining a positive culture, and embracing organizational change. It also provides strategies and examples for each topic. The presentation is relevant for students studying human resource management or related courses in any college or university.

The Management of
Human Resources
Name
Institution

Importance of Managing Human Resources
Human Resources entails employees and other
stakeholders
Forms the key element of production
Employees have different cultural and behavioral
background
Proper management leads to:
 performance appraisal
 efficient conflict resolution
low employee turn over

Recruitment and Retention
Recruitment: Process of attracting, screening and
selecting the most qualified person for a specified task.
Importance : Improves the organization’s performance
through availability of skills
Retention: Ability to stop make employee not to look for
other employers

Cont.’…
Retention strategies: Offer of better salary,
improvement of work environment, training of employees,
appreciation and recognition of good work
Importance: Reduces employee turnover and improves
the organizational growth

Fair treatment and legal compliance
International Labor organizations require fair treatment of
employee and legal compliance of organizations
Example of Laws and Acts: Fair Labor Standards Act
1938 Federal Civil Rights Laws, Family and Medical Act
Importance :
Helps the organization to avoid fines and business closure
Improves organization image

Cont.’’’
Strategies :
 hiring a right legal advisor
 proper education of the employees
creation of employee handbook
Scheduled HR compliance Audit

Training and development
Definition : On-job and off-job enhancement of knowledge
and skills .
Importance:
 Improves the employee performance
Address the weakness and strengths
 Maintain consistency in the production
 Increases innovativeness
 Reduces employee turn-over
 Increases the productivity of the entire organization and
adherence to the quality standards

Cont.’’’
Training and development process:
Identification of the business impact
Analysis of skills gaps
 Layer training methods
Evaluate of the sustained goals

Effective Organizational Design
Definition: Systematic step-by-step methodology that
identifies the dysfunctional aspects of work procedures,
systems, and structures and arranges them to fit the
organizational objectives in a more efficient and effective
way.
Types:
Departmentalization
 hierarchy of authority
 customers, objectives
special projects

Cont.’’’
 Importance : Eliminates contradictions such as:
 roles confusion
 inadequate information sharing
 slow decision-making process
 workplace stress

Promoting and sustaining a positive culture
Culture : The underlying assumptions,
beliefs, and ways of employee interactions in
an organization
Categories:
Clan culture
Market culture
 Adhocracy culture
 Hierarchy

Cont.’’’
Promotion and Sustenance:
Create a private office for every employee
 Set an open meeting policy
Establish an open-book management
Have clear communication of the mission , vision and
goals of the company
Create anonymous employee feedback mechanism
Provide work environment freedom
 Develop an objective pay policies.

Embracing organizational change
Definition: Management strategy that allows the organization
to evolve into effective operations.
Process :
State the change
Have their views
 Explain the importance of the change
 Assign the roles
Train
Create change acceptance reward
 Evaluate the process

References
Beardwell, J., & In Thompson, A. (2017). Human resource management: A contemporary
approach, Journal of International Business, 4(10), 19–31.
Djedovic, A., Karabegovic, A., Avdagic, Z., & Omanovic, S. (2018). Innovative Approach in
Modeling Business Processes with a Focus on Improving the Allocation of Human
Resources. Mathematical Problems in Engineering, 1–14. https://doi.org/10.1155/2018/9838560
Ellinas, C., Allan, N., & Johansson, A. (2017). Dynamics of organizational culture: Individual
beliefs vs. social conformity. PLoS ONE, 12(6), 1–20.
https://doi.org/10.1371/journal.pone.0180193
Rehman, S., Haseeb Ur Rahman, Zahid, M., & Asif, M. (2018). Leadership Styles,
Organizational Culture and Employees’ Productivity: Fresh Evidence from Private Banks of
Khyber-Pakhtunkhwa, Pakistan. Abasyn University Journal of Social Sciences, 1–15. Retrieved
from
http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=131549381&site=ehost-live
Seung-Wan Kang, & Su-Dol Kang. (2016). High-Commitment Human Resource Management
and Job Stress: Supervisor Support as a Moderator. Social Behavior & Personality: An
International Journal, 44(10), 1719–1731. https://doi.org/10.2224/sbp.2016.44.10.1719