Apply basic human resource management terms and concepts. Directions: For this a

Question

Apply basic human resource management terms and concepts. Directions: For this assignment, you will interview a manager about their role regarding Human Resource Management (HRM). This person can be your current manager or a manager you know. In your interview, ask the manager the following questions: 1. How do you build the right team? (i.e. HR planning, job analysis, job descriptions, job specifications, fair employment, recruitment/selection) 2. How do you determine the types of training and development methods to maximize employee performance? (i.e. types of training, performance appraisals) 3. How do you maintain your workforce? (i.e. compensation, benefits, retention) 4. How do you manage diversity? (i.e. three-generation workforce, glass ceiling, multicultural workforce, prejudice, discrimination, stereotypes) After you have interviewed a manager, recap the key points you gathered in your interview and write a 1-2 page response. Include the title and name of the person you interviewed, the name of the company, and date of the interview.

Explanation / Answer

Following are some of the concepts through which you can take help in understanding HR management well. HR planning ensures that in any organization, there are right number of people employed and they are right kind at the right places at the right time doing work for which they are economically most useful. HR planning must look after the HR needs in the light of organizational goals. Adequate flexibility must be maintained to suit changing environment of the firm. Firstly, short term and long term objectives are analysed. The process should start with analyzing the organizational plans and programs. This helps in forecasting the demand for human resources. Then job analysis is considered. job analysis is done to determine the methods and procedures of doing a job, conditions of employment, relation of the job to other jobs is done. This provides complete knowledge about the job. It is part of organizational planning. Job analysis provides a realistic basis for recruitment and selection of employees. It helps in discovering essential traits and personal characteristics leading to success or failure on the job. It precedes job evaluation which measures worth of jobs within a company for the purpose of estabilishing a base for wages. It enables us to change jobs in order to permit their being manned by personnel with specific characteristics and qualifications. Basically, it helps to rearrange work flow and to revise existing procedure. The first outcome is to focus on job description. Job description defines the scope of a job, its major responsibilities as well as its positioning in the firm. Later, job specification is done. It helps to identify what number of employees need to be hired, skills needed to meet the goals of the company, the kind of individuals to recruit and for what qualities those individuals should be tested. Finally, recruitment and selection process begins. It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Basically, the sources of recruitment are of two types: Internal and External sources. Among the internal sources, the following may be included:
Promotion, Transfers and Response of employees to notified vacancy.
External sources lie outside the firm. They are: Advertising in newspaper, trade journals, magazines and internet, Employment exchanges, Campus recruitment, Unsolicited applicants, Labour contractors, Employee referrals. External sources are considered more in comparison to internal sources as new talent and skills come into the firm.
2. Training methods are used for delivering learning contents. Training is done to enhance the skills and capabilities of employees. There are different kinds of training methods:
Teacher-centred methods including: Lecture and discusion, mentoring, demonstrationand tutorial
Student-centred methods: Brainstorming, buzz group, case study, debate, group discussion, fish-bowl, interview, projects, role play, simulation and games, workshops, and many more
Individual studdent-centred methods: assignments, computer assisted learning, practicals, personal tutorial, projects.
There are cognitive as well as behavioural methods which is used for knowledge and attitude development and the latter is used affecting behavioral changes in the trainees.
Performance appraisal is the systematic, periodic and an impartial rating of an employee's excellence in matters pertaining to his present job and his potential for a better job. This establishes standards of performance, measures performance, helps in taking corrective actions
3. While designing a salary structure, the following outline has to be borne in mind:
Ascertain and establish the market rate survey and the studies on the existing salary structure from the senior to the junior grade. Then, draw up a salary grade structure ranging from the lowest limit to the highest limit along with the salary gaps between jobs.Thirdly make a job evaluation and rank the jobs into a hierarchy. Then procure market data to establish external equity in the pay scales. Based on the result of the job evaluation and market rate survey of studies, arrange all jobs in the grades in a hierarchical order

while constructing a salary structure two points are determined in mind
1.Salary Progression
2. Broad banding
3. Requisites of a sound primary compensation structure
a)Internal Equity
b)External competitiveness
c)Performance based payment
Fringe benefits are the additional benefits and services that can be provided by the company to its employees in addition to their direct salary. These are provided on the basis of their performance.

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