1. HUMAN RESOURCES

2. COURSE SCHEDULE

CHAPTER 1: HUMAN RESOURCES MANAGEMENT AND
PLANNING

CHAPTER 2: ORGANIZATIONAL STRUCTURE AND
COMMUNICATION

CHAPTER 3: LEADERSHIP, MANAGEMENT AND MOTIVATION

CHAPTER 4: CORPORATE CULTURE AND EMPLOYER –
EMPLOYEE RELATIONS

3. Chapter 1
Human Resources Management

4. What is the meaning of human
resources management?

Human resource management is the
management of people in an organisation.

It is responsible for the selection, training,
assessment, and rewarding of employees.

It uses the development of methods and
techniques.

5. Behind every organisation
there is
People

6. What is the aim of human
resources management?

The aim of human resources management is to
keep employee motivation and satisfaction
high. Human resources also focuses on the
management of the employees for the
objectives of competitive enterprises.

7. 
It integrates individual purposes and
organizational objectives for a strategic
advantage and helps to achieve the objectives
in an effective manner.

8. 
It allows for the development of social
responsibility and business ethics in business
culture.

9. 
It recognizes employees as human beings, it gives
attention to their needs, expectations and
motivation.

10. 
Human resources management makes the
quality of working life better and ensures a
peaceful working environment.

It provides the most effective and efficient
way to the use of knowledge and skills of
employees.

11. Human Resources Mission
Employee
Performance
Operations
HR Mission
Strategy
Compliance

12. Today the human resources
function can be defined as
follows:

Workforce planning

Staffing (supply, selection, placement)

Business evaluation

Rewarding

Training and development

Industrial relations

Employee Protection

13. Human Resources Planning

14. Human Resources Planning

Human resources planning is a process that
identifies the human resources needed for an
organization to achieve its goals.
Note: The demand of the working population is
growing in developing economies.

15. 
Determining the correct number and nature of
employees at the right time and place to achieve
future goals in an effective manner.

16. The Supply of Labor
The supply of labor is the total hours that
workers wish to work at a given real wage rate.

17. Supply of labor depends upon:

The number of qualified people, for
example, the number of qualified Accountants
is low, therefore supply is quite inelastic.

Difficulty of getting qualifications, for
example, if it is difficult to gain qualifications,
the supply will be inelastic.

Inelastic: relatively unresponsive to changes, as demand
when it fails to increase in proportion to a decrease in price.

18. Supply of labor depends upon:

The non-wage benefits of a job. Unpleasant
jobs will have less people willing to do them,
therefore supply will be lower. Many
unpleasant jobs may also be low skilled, so it
will still be low paid.

The wages and conditions of other jobs

19. Workforce Planning

For workforce planning an organization will:
- Need to achieve objectives.
- Identify and develop the workforce needs
- Look for work-life balance of employees.

20. Recruitment

21. Recruitment

The nature of the recruitment process
is regulated and subject to employment law.
Each country is subject to its own employment
law.

22. Most common methods of
recruitment:

- Recruitment agencies

- Job centres

- Specialist publications

- Personal contracts

23. Recruitment agencies:

Keep records and save employee details.

24. Job Centres:

A job centre in both public and private
environments seek to provide job
opportunities.

In some countries governments provide job
centres in which people seeking jobs can visit
for employment help.

A Job Centre aims to get people into
employment and support them in the search of
employment.

25. Training and Appraisal
Professional training and education provide
benefits to business:

- They help labors adopt innovations.

- They can be a source of motivation.

- They can help create team spirit.

- They can develop junior staff.