BUSM4185
Introduction to Management
Managing Others
RMIT Classification: Trusted
Lecture week 6
HRM
• What is HRM?
• The function of HR
• HR Process
• Recruitment and Selection
• Employee compensation
• Employee orientation
• Training methods
• Safe environment
• Job performance system
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Human Resource Management
• Human resource management: “The management function
concerned with recruiting, selecting, training, motivating and
keeping competent employees” (Robbins et al, 2014, p.270).
• Reference: Robbins S, De Cenzo, D, Coulter, M & Woods, M 2014, '
Management: The Essentials Links to an external site.', Pearson
Higher Education, Australia.
• [Link]
• Define HR
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[Link]
• [Link]
• [Link]
• IMPORTANCE OF HR
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Strategic Human Resource Planning
• Managers should ensure they have the right numbers and
kinds of people in the right places at the right time
• The organization's mission and goals are translated into HR terms
to ensure people are able to fulfill the needs associated with the
mission and goals
• The two key steps in the planning process:
• o Step 1: Assess current & future HR needs
• o Step 2: Develop a plan to meet these needs
• [Link]
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Recruitment and Selection
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Sources of recruitment
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Selection Tools
Considerations for a selection tool:
Reliability: the degree to which a selection device measures the
same thing consistently
Validity: the proven relationship between a selection device and
relevant criteria
Written Performance
Referral Interviews
tests Simulations
Internal
IQ, EQ Work Assessmen staff Behavioural Situation
tests sampling t centres External interviews interviews
associates
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[Link]
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TELEPHONIC INTERVIEW
ROLE PLAY
PERSON 1 –HR RECRUITER
PERSON 2 – POTENTIAL CANDIDATE
JOB Analysis (Digital marketing manager)
Structured Interview on call
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External video links
THE WORST INTERVIEW
RIGHT AND WRONG INTERVIEW
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INTERVIEW ROLE PLAY
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INTERVIEW
Role play
Job Position: Digital Marketing Manager
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Employee Orientation
Introducing a new employee to the job and the organization.
Job orientation:
• Clarifications regarding specific duties and responsibilities
• How performance will be evaluated?
Work unit orientation:
• Introducing colleagues
• Introducing the goals of the work unit
• Expected employee contribution to the work unit
Organization orientation:
• What are the organisation’s goals, history, philosophy,
procedures and rules?
• Relevant HR policies: pay procedures, work hours.
• A tour of the organisation’s facilities
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Employee Compensation
The process of determining a cost-effective pay
structure that will attract and retain employees,
provide an incentive to work hard, and ensure
that pay levels will be perceived as fair.
Salary: A pay system that rewards employees for
the job skills they demonstrate
Variable Pay: A pay system in which an
individual’s compensation is contingent on
performance (but compliant with labour laws)
Employee Benefits: Non-financial rewards
designed to support employees’ lives (health
insurance…)
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How to make sure new employees stay?
Realistic Job Preview (RJP): A preview of a job that provides
both positive and negative information about the job and the
company
Minimize the risk of “disillusioned” recruits
Inflated information builds unrealistic expectations, which leads
to satisfaction problems later
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Employee Training
A learning experience that seeks a relatively permanent
change in employees by improving their ability to perform
on the job.
Training involve changing the following:
• Skills
• Knowledge
• Attitudes / Behaviours
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Training Methods
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Safe Work Environment
Organisation have a legal, moral and business obligation to
provide safe and health work environment, in order to minimize
the risk of accident, Injury or disease to anyone associate with
the work process.
The workplace should accommodate human needs so they are
both productive and health preserving
–Training programs, review of work practices and work
design, safety equipment, safe handling policies and warning
systems
– Consultation with employee groups, unions, consultants,
and government agencies
– Effective monitoring of productivity, absenteeism, accident
and injury rate
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Performance Management System
A system that establishes performance standards that are
used to evaluate employee performance
360-degree appraisal: Appraisal device that seeks feedbacks
from a variety of source for the person being rated
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• [Link]
• PERFORMANCE MANAGEMENT
• Performance Reviews | Performance Evaluations & Appraisal – YouTube
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What Would You Do?
• What Would You Do? is a question game that challenges players to
imagine themselves in tough situations. For this version of the game, the
prompts should focus on conflicts. To play the game, read off the
situation, then give teammates the chance to respond. You can have
players vote on certain actions multiple-choice style in a poll, or call on
players to share answers out loud.
• Some example prompts:
• What would you do if two teammates refused to speak to each
other and used you as an in-between?
• What would you do if your boss took credit for your work during a
meeting?
• What would you do if you heard that a teammate was spreading a
rumour that you were hoarding all the packets of Cheez-Its from
the break room snack stash?
• What would you do if one of your teammates did not reply to your
emails for days, but saw them posting random, non-work
comments in Slack?
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Team Presentations
•
• Read this article and do additional research and present the theory including
examples and pros and cons/ or plus/minuses or benefits/risks.
•(Each Student in team must present approx. 5-10
Powerpoint slides, 5–7 minutes presentation,
maximum).
• Objectives, learn concepts and theories, learn to present them live, and use critical
analysis, critical research and finally critical thinking to solve problems
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Main Activity – Presentation Part 2
Performance Evaluation
You are now a team of HR managers. You are responsible for
discussing, analysing and deciding what bonus each employee
should receive as their end-of-year bonus.
Discuss with your team and develop a PPP for the class
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You are now a team of HR managers. You are responsible for discussing, analyzing and deciding
what bonus each employee should receive as their end-of-year bonus.
Discuss with your team and develop a PPP for the class
25/5/30Textbook Page RMIT International University Vietnam