人力资源管理软件

http:/www.bized.co.ukCopyright 2007 Biz/edHuman Resource Managementhttp:/www.bized.co.ukCopyright 2007 Biz/edHuman Resources Managementhttp:/www.bized.co.ukCopyright 2007 Biz/edRecruitmenthttp:/www.bized.co.ukCopyright 2007 Biz/edRecruitment The process by which a job vacancy is identified and potential employees are notified.The nature of the recruitment process is regulated and subject to employment law.Main forms of recruitment through advertising in newspapers,magazines,trade papers and internal vacancy lists.http:/www.bized.co.ukCopyright 2007 Biz/edRecruitment Job description outline of the role of the job holder Person specification outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form,letter or curriculum vitae(CV)http:/www.bized.co.ukCopyright 2007 Biz/edSelectionhttp:/www.bized.co.ukCopyright 2007 Biz/edSelection The process of assessing candidates and appointing a post holder Applicants short listed most suitable candidates selected Selection process varies according to organisation:http:/www.bized.co.ukCopyright 2007 Biz/edSelection Interview most common method Psychometric testing assessing the personality of the applicants will they fit in?Aptitude testing assessing the skills of applicants In-tray exercise activity based around what the applicant will be doing,e.g.writing a letter to a disgruntled customer Presentation looking for different skills as well as the ideas of the candidatehttp:/www.bized.co.ukCopyright 2007 Biz/edEmployment Legislationhttp:/www.bized.co.ukCopyright 2007 Biz/edEmployment Legislation Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the businessEven in a small business,the legislation relating to employees is important chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.http:/www.bized.co.ukCopyright 2007 Biz/edDiscrimination Crucial aspects of employment legislation:Race Gender DisabilityDisability is no longer an issue for employers to ignore,they must take reasonable steps to accommodate and recruit disabled workers.Copyright:Mela,http:/www.sxc.huhttp:/www.bized.co.ukCopyright 2007 Biz/edDisciplinehttp:/www.bized.co.ukCopyright 2007 Biz/edDiscipline Firms cannot just sack workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencieshttp:/www.bized.co.ukCopyright 2007 Biz/edDevelopmenthttp:/www.bized.co.ukCopyright 2007 Biz/edDevelopment Developing the employee can be regarded as investing in a valuable assetA source of motivationA source of helping the employee fulfil potentialhttp:/www.bized.co.ukCopyright 2007 Biz/edTraininghttp:/www.bized.co.ukCopyright 2007 Biz/edTraining Similar to development:Provides new skills for the employeeKeeps the employee up to date with changes in the fieldAims to improve efficiencyCan be external or in-househttp:/www.bized.co.ukCopyright 2007 Biz/edRewards Systemshttp:/www.bized.co.ukCopyright 2007 Biz/edRewards Systems The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays,etc.http:/www.bized.co.ukCopyright 2007 Biz/edTrade Unionshttp:/www.bized.co.ukCopyright 2007 Biz/edTrade Unions Importance of building relationships with employee representatives Role of Trade Unions has changed Importance of consultation and negotiation and working with trade unions Contributes to smooth change management and leadershiphttp:/www.bized.co.ukCopyright 2007 Biz/edProductivityhttp:/www.bized.co.ukCopyright 2007 Biz/edProductivity Measuring performance:How to value the workers contribution Difficulty in measuring some types of output especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths,weaknesses and ways forward to help both employee and organisation