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CHRP 05
EMPLOYEE
RESOURCING
INTRODUCTION
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MANAGEMENT 2
A set of activities directed at the effective and efficient
use of resources, in pursuit of one/more common goals.
Is a systematic process of uncovering and describing the
components of a job
A process is both complex and versatile.
Entails being able to execute managerial functions
including: - Planning, Organizing, Directing, Controlling,
Co-ordinating, Staffing, Delegation
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Internal Environment 3
Insufficient capital/funds
Unskilled/shortage of quality labour
Leadership/management styles
Corruption
Organization policies slow
Management action & limit
Employee freedom
Organization structure bureaucracy
Organization politics,
Tribalism & nepotism
Interpersonal relations positive enhances working relation
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External Environment 4
Political
Economic
Socio cultural
Technology
Ecological
Legal/Government policies
Competition pricing decisions, advertising, distribution
channels
Customers/public purchasing power, attitude
Labour unions
Cartels
Societal constraints
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Basic Managerial Functions 5
Planning
Organizing
Staffing
Directing
Controlling
Coordinating
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Levels of Management 6
Top level managers :- Corporate strategies &
Policy formulation
Middle level managers :- Policy implementation,
Strategy implementation & Link between top
and low level management
First line managers :- Oversee work in workshops
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Management Roles 7
Interpersonal role:- Figure head of organization, Leader,
hire and fire, motivate, Liaison with outsiders
Informational role :- Monitor- observe internal and
external happenings, Disseminator of information,
Spokesperson on issues affecting the organization
Decision role :- Entrepreneur identify new opportunities,
goods and services, Conflict resolution/arbitrators,
Resource allocation
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HUMAN RESOURCE MANAGEMENT 8
A strategic and coherent approach to the
acquisition, development, management,
motivation and reward of the organization key
resource i.e. human resource
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Principles of HRM 9
People as an asset
Corporate culture
Principle of integration
Linkage of policies
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Aims of HRM 10
Provide a range of services which support the achievement of
corporate objectives
Talent attraction &retention of a skilled, committed and well-
motivated workforce
Enhance and develop the inherent capacities of people
Create a climate for productive and harmonious relationship
teamwork and flexibility
Balance and adapt to the needs of its stakeholders:
Ensure people are valued and rewarded
Manage a diverse workforce,
Adopt an ethical approach to managing people
Maintain and improve the physical and mental well-being of
employees.
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Strategic Human Resource 11
Management
Recognize HR as the ultimate resource in any organization
Ensure corporate planners appreciate HR implications of their
proposals
Achieve a close match between corporate and HR objectives.
Provide guidance on design and management of organization
processing culture.
Identify organization strengths and people required to maintain
them.
Evaluate performance requirement and decide how to meet it.
Review motivation and commitment levels by finding ways of
improvement – employee attitude survey.
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Human Resource Strategies 12
Recruitment and selection strategies
Personnel planning strategies
Training and development strategies
Performance Appraisal Strategies
Compensation strategies
Employment relations strategies
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