1/13/2024 0 Comments Human resource machine year 32Functions of HRM: Recruiting & selecting ▪ Hard Management = lack of respect for employees, their work should not bring them Noni B: Cut staff who complain they are overworked (Hard Management) ○ Hard model = More likely to be applied to employees regarded as workers in low trust/low ○ Soft Model = More likely to be applied to employees regarded as professionals in high trust ○ Role of HRM = focus on organizational performance with equal concern for employee well ○ Matching jobs to people and providing people with training and development ○ Motivated by intrinsic rewards (theory Y) ▪ Engendering commitment through empowerment, self-direction and communication ▪ Workers seek relationships, meaning and fulfilment in work ○ Role of HRM = further competitive advantage of the organization by matching people to ○ Motivated employees by extrinsic rewards ○ Principles of scientific management (people are regarded as a resource machine or means) ▪ Believed that workers need controlling – tight monitoring and clear rules ▪ Workers are distrusted and viewed as lazy, irresponsible and self-interested Ensuring that there are uniform procedures and company HR policy information available to staffĪnd management on all areas of employment Keeping investment with rules, laws and legislation in industrial relations are enacted Managing and facilitating career development and advancement of employees Has become strategic human resource management.Used to be called personelle management: 30/40 years ago.○ Introduction of masses of large pools of talent ○ Employees were a source of employee identification ○ Tools: Strong employee brands, company narrative, inspiring work environment ○ Communication and motivator: head of HR ○ Data given to HR leaders = better decision making, making sense of it through analytics ○ Has become transformational ○ Right talent & drive value for the company to improve efficiency LECTURE Today: Online is the first stop for recruitment, Looking at all aspects of you (online).Technology & social media = showing the insights of company culture and employerīrand, employees = ambassadors of companies.In the beginning: Recruitment was functional = payroll, leave, policy making and training –.Commitment to be responsible for honoring the worth of the people around you.Experience as a guide: Times when you have been made to feel good.The extra mile) = increased profitability Humanitarian approach = Higher engagement (people wanting to be there, desire to go.○ Active disengagement in the workplace = Human needs are not being met Gallop organization: Employee engagement, workforce employees.Belief that they are capable of more individuals rise to the occasion.Belief in individuals to allow them to advance.Addressing basic human needs: Meaningful appreciation, contribution and the need to. Putting the human back into human resources | Mary Schaefer | TED x Wilmington
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