Human Resources Management Course
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Human Resources Management Course
- 1. Human Resources Management Ahmed Yehia Senior HR Consultant HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia
- 2. Agenda Management definition History of HRM Human Resources Management
- 6. Module 2 History of HRM
- 7. From “Personnel” to “HR” History of HRM
- 10. Human Resources Management Vision Statement “What do we want to become?” Mission Statement “What is our business?” Mission Statement Components 1. Customers—Who are the firm’s customers? 2. Products or services—What are the firm’s major products or services? 3. Markets—Geographically, where does the firm compete? 4. Technology—Is the firm technologically current? 5. Survival, growth, and profitability—Is the firm committed to growth and financial soundness? 6. Philosophy—What are the basic beliefs, values, aspirations, and ethical priorities of the firm? 7. Self-concept (distinctive competence)—What is the firm’s major competitive advantage? 8. Public image—Is the firm responsive to social, community, and environmental concerns? 9. Employees—Are employees a valuable asset of the firm? Copyright ©2017 Pearson Education, Limited. Ahmed Yehia
- 11. mission objectives and goals strategy structure people STRATEGIC DIRECTION HR LINKAGE determining organization’s business setting goals and objectives determining how to attain goals and objectives determining what jobs need to be done and by whom matching skills, knowledge, and abilities to required jobs Linking Organizational Strategy to HR Planning HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 12. HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 13. HR Department Cost / Benefit? Human Resources Management
- 14. Employee and community relations HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 16. Employee and community relations Egypt labor Law No. 12 of the year 2003 Egypt Labor Law Inspection On Work And Judicial Police Authority Vocational Guidance And Training Vocational Safety And Ensuring Labour Enviroment ecurity Collective Labor Relationships Individual Labour Relationships Definitions And General Previsions Human Resources Management
- 17. Income tax Law No. 97 of 2018 amending Income Tax Law No. 91 of 2005 Employee and community relations • Under the amended law the first bracket, those with an annual income of EGP 8,000 or less, will be exempted from paying taxes. • The amendment imposes a 10 percent tax on the second bracket with annual income from EGP 8,000 to EGP 30,000. • The amendment imposes a 15 percent tax on the third bracket with annual income from EGP 30,000 to EGP 45,000, while a 20 percent tax will be imposed on the fourth bracket with annual income from EGP 45,000 to EGP 200,000. • A 22.5 percent tax is imposed on the fifth bracket, that includes people who earn more than EGP 200,000. Human Resources Management
- 18. Talent Sourcing HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 19. Talent Sourcing Human Resources Management
- 20. Talent Sourcing Human Resources Management
- 21. Talent Sourcing Human Resources Management
- 22. Talent Sourcing Human Resources Management
- 23. Talent Sourcing Job analysis & Design Factors affecting job design • The characteristics of jobs. • The characteristics of task structure. • The process of intrinsic motivation. • The job characteristics model. • The implications of group activities. Human Resources Management
- 24. Talent Sourcing Job analysis & Design Factors affecting job design Human Resources Management
- 25. Talent Sourcing Job analysis & Design Job analysis Safety & Health Performance Appraisal Job Evaluation Career Planning Training and Development Selection Planning Discipline Employee Human Resources Management
- 26. Talent Sourcing Job analysis & Design Job Analysis: A Basic Human Resource Management Tool Tasks Responsibilities Duties Job Analysis Job Descriptions Job Specifications Knowledge Skills Abilities Human Resource Planning Recruitment Selection Training and Development Performance Appraisal Compensation and Benefits Safety and Health Employee and Labor Relations Legal Considerations Job Analysis for TeamsHRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 27. Talent Sourcing Job Description • Identifies the tasks and responsibilities of a position/job • Focuses on describing the position/job as it is currently being performed HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia • Job title (department and pay grade) • Supervision (lines of authority) • Location • Tasks, duties, activities, etc. • Performance standards • Working conditions • Tools, equipment, materials, etc. Human Resources Management
- 28. Talent Sourcing Human Resources Management
- 29. Talent Sourcing
- 30. Talent Sourcing Strategic Recruiting Decisions Recruiting Source Choices: Internal vs. External Organizational- Based vs. Outsourcing Regular vs. Flexible Staffing Recruiting and EEO”Employee Equal Opportunity /Diversity Considerations Strategic Recruiting HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 31. External Recruiting HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Talent Sourcing External Recruiting Sources Media Sources and Job Fairs Competitive Sources High Schools and Technical Schools Labor Unions Employment Agencies and Search Firms Social Media College and University Recruiting Human Resources Management
- 32. Internet Job Searching Source: Based on data from Greenfield Online (www.greenfieldonline.com), as presented in The Wall Street Journal, November 27, 2000, R32. Talent Sourcing Human Resources Management
- 33. What to Include in an Effective Recruiting Ad HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Talent Sourcing Human Resources Management
- 34. Talent Sourcing Human Resources Management
- 35. Selection Techniques Assessment Centers Interviews Case Studies Simulations Job Sampling Testing Role Playing Simple is Powerful…Less is More Coach and Search the Internet for tools and samples Talent Sourcing Human Resources Management
- 36. Recruiting Evaluation Pyramid HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Elsayed Talent Sourcing Human Resources Management
- 37. Talent Sourcing How to write CV How success interview How to create Linkedin profile Human Resources Management
- 38. Training and development HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 39. Training and development Human Resources Management
- 40. Training and development © 2005 Prentice Hall Inc. All rights reserved Ahmed Yehia New Employee Departmental Orientation Checklist Human Resources Management
- 41. Training and developmentTraining needs analysis Instruction al design Validation Implement the program Evaluation Training and Development Process © 2005 Prentice Hall Inc. All rights reserved. Ahmed Yehia Human Resources Management
- 42. Training and development Fisher, Schoenfeldt, & Shaw (2006), Figure 9.1, p. 377 Reserved: Ahmed Yehia Human Resources Management
- 43. Training and development Reserved: Ahmed Yehia Human Resources Management
- 44. Training Methods Training and development Presentation Methods Instructor-led classroom instruction Distance learning Audiovisual techniques Mobile technologies Hands-on Methods On-the-job training Self-directed learning Simulations Business games and case studies Behavior modeling Interactive video E-learning Human Resources Management
- 45. Training and development Career Planning Human Resources Management
- 46. Compensation & Benefits HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 47. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management Job Evaluation Grade &Pay structure Market rate analysis Contingent Pay Total remuneration Reward Strategy Business & HR strategy Employee benefits Allowances Performance management Non-financial Rewards Total Reward
- 48. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Employee Compensation Human Resources Management
- 49. Compensation & Benefits Extrinsic Compensation. • Core Compensation 1) Salaries (Monthly). 2) Wages (Hourly, Daily, or Weekly). • Cost-of-Leaving Adjustment (COLAs). 1) Consumer Price Index (CPI)االستهالك أسعار مؤشر . 2) Seniority Pay األقدمية . 3) Merit Payالجدارة استحقاق . 4) Incentive Payالحوافز . 5) Person-focused Pay (Pay-for-Knowledge and Skill-Based Pay). HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 50. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Extrinsic Compensation (Cont’d) • Employee Benefits: o Legally Required Benefits 1) Social Insurance 2) Sick leave مرضية أجازة . o Discretionary Benefits التقديرية المزايا 1) Health Insurance 2) Life Insurance. 3) Retirement Plans. 4) Paid time-off. Human Resources Management
- 51. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 52. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Self- fulfilment Esteem Social Safety Physiological Needs SELF MOTIVATION MANAGEMENT NATURE OF WORK COMPANY LAW Maslow’s Hierarchy of Needs Satisfaction Through Work Sourceofrewardstomeetneeds Human Resources Management
- 53. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Equity and Its Impact on Pay Rates Equity and Its Impact on Pay Rates External Equity Internal Equity Individual Equity Procedural Equity Human Resources Management
- 54. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Job Evaluation Methods Quantitative Methods • Job Ranking • Job Classification or Grading Qualitative Methods • Factor comparison • Point Method Human Resources Management
- 55. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Job Evaluation – Job Ranking Job Ranking: usually for departments or job families and based on one compensable factor eg. Job difficulty. Ranking is done in a way that reflects the importance of jobs to the organization. Human Resources Management
- 56. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia • Categories are established for the different levels of compensable factor eg. Difficulty where jobs are slotted in the category that fits their description. Job Evaluation – Job Classification Human Resources Management
- 57. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Factors 1st Degree 2nd Degree 3rd Degree 4th Degree 5th Degree 1 Skill 1. Job Knowledge 14 28 42 56 70 2. Experience 22 44 66 88 110 3. Initiative and ingenuity 14 28 42 56 70 2 Effort 1. Physical demand 10 20 30 40 50 2.Mental or visual demand 5 10 15 20 25 3 Responsibility 1. Equipment or press 5 10 15 20 25 2. Material or product 5 10 15 20 25 3. Safety of others 5 10 15 20 25 4. Work of others 5 10 15 20 25 4 Job Conditions 1. Working conditions 10 20 30 40 50 2. Hazards 5 10 15 20 25 Total 500 Job Evaluation – Point Method Point Values for Job Factors Human Resources Management
- 58. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Job Evaluation – Point Method Human Resources Management
- 59. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Establishing Pay Grades • Grades are pay bands that encompasses jobs of equal difficulty or importance. • Job Ranking: a grade can include jobs that fall within two or three grades. • Point Evaluation: a grade includes jobs that fall within a certain range of points. Human Resources Management
- 60. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Pricing Pay Grades • In pricing jobs, we usually resort to benchmark jobs. Sometimes the number of jobs is too big that it is difficult to price all of them. At other times, jobs are too specific to the nature of the organization that they are not present at the market. • Benchmark Jobs: are jobs around which others will be compared to and slotted on the salary scale. • They should represent different levels at the organization and different job families. Human Resources Management
- 61. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Salary Surveys Human Resources Management
- 62. Compensation & Benefits HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Salary Surveys • Check what is the strategy of the organization. • Mid market payer • Top market payer • Combination of both: mid market for junior positions and top payer for managerial positions. Annual Salary & Benefits Survey 2016 – October 2016 JOBMASTER © All Rights Reserved 49 Human Resources – Generalist/Specialist JOBMASTER Position Level 7 Mapped Position 19 10th Percentile 1st Quartile Median Average 3rd Quartile 90th Percentile Annual Basic Salary 55,570 57,763 68,264 68,497 74,298 80,313 Annual Guaranteed Cash 55,589 59,640 72,000 74,101 79,040 99,399 Annual Total Actual Cash 58,995 65,511 74,748 84,074 89,165 127,030 Annual Total Target Cash 55,589 63,733 73,727 80,122 79,040 117,396 Human Resources – Admin/Clerk JOBMASTER Position Level 5 Mapped Position 7 10th Percentile 1st Quartile Median Average 3rd Quartile 90th Percentile Annual Basic Salary 36,180 37,914 42,882 43,294 47,475 51,298 Annual Guaranteed Cash 39,720 43,235 48,053 51,045 58,808 63,751 Annual Total Actual Cash 40,930 46,529 56,501 58,961 72,560 77,692 Annual Total Target Cash 40,325 46,529 55,562 57,893 69,890 74,681 Annual Salary & Benefits Survey 2016 – October 2016 JOBMASTER © All Rights Reserved 49 Annual Total Actual Cash 100,500 125,677 Annual Total Target Cash 100,500 106,478 Human Resources – Generalist/Specialist JOBMASTER Position Level 7 Mapped Position 19 10th Percentile 1st Quartile Median Average 3rd Quartile 90th Percentile Annual Basic Salary 55,570 57,763 68,264 68,497 74,298 80,313 Annual Guaranteed Cash 55,589 59,640 72,000 74,101 79,040 99,399 Annual Total Actual Cash 58,995 65,511 74,748 84,074 89,165 127,030 Annual Total Target Cash 55,589 63,733 73,727 80,122 79,040 117,396 Human Resources – Admin/Clerk JOBMASTER Position Level 5 Mapped Position 7 10th Percentile 1st Quartile Median Average 3rd Quartile 90th Percentile Annual Basic Salary 36,180 37,914 42,882 43,294 47,475 51,298 Annual Guaranteed Cash 39,720 43,235 48,053 51,045 58,808 63,751 Annual Total Actual Cash 40,930 46,529 56,501 58,961 72,560 77,692 Annual Total Target Cash 40,325 46,529 55,562 57,893 69,890 74,681 Human Resources Management
- 63. Compensation & Benefits Human Resources Management
- 64. Compensation & Benefits Human Resources Management
- 65. Performance Management System HR Department Organization Structure Small Organization HR Generalist (Manager) Large Organization Corporate Functions Organization Development (OD) Talent Sourcing Employee and community relations Compensation & Benefits Training and development Performance Management System Health and safety Line Functions HR Generalist (HR Business Partner) Strategic planning Human Resources Management
- 66. Performance Management System • The performance management systems need to include: • decisions about who should evaluate performance • what format should be used • how the results should be utilized HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 67. Performance Management System Purposes of a Performance Management System • Feedback - let employees know how well they have done and allow for employee input. • Development – identify areas in which employees have deficiencies or weaknesses. HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 68. Performance Management System The Appraisal Process • Establishment of performance standards • Derived from company’s strategic goals. • Based on job analysis and job description. • Communication of performance standards to employee. • Measurement of performance using information from: • personal observation • statistical reports • oral reports • written reports • Comparison of actual performance with standards. HRM 8e, DeCenzo and Robbins,Copyright Reserved: Ahmed Yehia Human Resources Management
- 70. Thank You Ahmed Yehia Senior HR Consultant JICA Egypt 01281676676 a.yehia@renshuuegypt