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Bài giản về quản trị nguồn nhân lực của Tiến sĩ Phan Đăng Danh Bài giản về quản trị nguồn nhân lực của Tiến sĩ Phan Đăng Danh Bài giản về quản trị nguồn nhân lực của Tiến sĩ Phan Đăng Danh Bài giản về quản trị nguồn nhân lực của Tiến sĩ Phan Đăng Danh
Bui Van Danh, PhD Chap Chap Chap Chap Chap Chap Chap Chap 1: 2: 3: 4: 5: 6: 7: 8: HRM- Overview HR Planning Analyzing and Identifying Jobs Recruiting Orientation of Career Training & Development Performance Assessment Compensation and benefits HR management is concerned with formal systems in organizations to ensure the effective and efficient use of human talent to accomplish organizational goals To enhance organizational performance, HR management must be involved in strategic plans and decision making, participate in redesigning organizations and work processes, and demonstrate financial accountability for results HR management must perform three roles: administrative, operational, and strategic Expanding human capital requires HR management to develop means to: Attract human resources, Develop their capabilities, And retain human resources HR management activities can be grouped as follows: HR planning Job analysis Recruitment Orientation of career Training and development Performance assessment Compensation and benefits Employee and labor/management relations HR challenges faced by managers and organizations include: Economic and technological changes Workforce availability and quality concerns Demographics and diversity And organizational restructuring (According to Workforce 2020, Hudson Institute) It is important for HR management to be a strategic business contributor in organizations Decentralization and outsourcing are being utilized more frequently in the management of HR units than they were in past years Ethical behavior is crucial in HR management, and a number of HR ethical issues are regularly being faced by HR professionals Some diagnostic measures to check the effectiveness of the HR function (Jac FitzEnz): HR expense per employee Compensation as a percent of expenses HR department expense as a percent of total expenses Cost of hires Turnover rate Absence rate Workers compensation cost per employee Employee satisfaction (attitute survey), exit interview HR planning involves analyzing and identifying the future needs for and availability of human resources for the organization Different organizational strategies require different approaches to HR planning The HR unit has major responsibilities in HR planning, but managers must provide supportive information and input Designed to protect the rights and interests of labor people ILO: Ensure minimum biological and social needs of labor and family members, have attention the salary levels in the country, cost of living, other social grants, levels of living comparison of the social groups, economic factors, labor yield Wages paid to the individual under monetary forms Real income: The goods and services which people obtain through wages Dependent: Wages Consumer Price Index (CPI) Real income increased as the wages increased faster than CPI Payments other than labor earnings, offset more when working in the unstable conditions Many different types of supplemental wages by area, responsibilities, toxic, hazardous, dear, moving, traveling the road Dependent regulations of the Government, level of economic development, financial ability and the specific circumstances of enterprises Include: health insurance and social insurance, retirement, time off allowed, lunch, hardship assistance, gifts on special occasion Attract employees Maintain the good staff Stimulate staff Meet the requirements of the law on minimum wage on time and labor requirements on child labor on supplemental wages on social benefits such as social insurance, sick- pay, pregnancy, labor accident Pay by working time Pay by employees: Employees are paid according to their skills Pay according to the results of implementing the work (1) Position (2) Person (3) Performance Labor market labor demand and supply economic conditions and unemployment rate the change of labor structure The union The difference on salary paid by geographic region The regulations and the law of government The social expectations Sectors of activities of enterprises The size and the degree of technical equipping Profit and ability to pay wages The philosophy, business policy of enterprises Enterprises have organized a union or not? Importance of the work The personal quality (knowledge, skills, ability, experience) Level of responsibility (about money, property, decision making, relationships, etc.) Level of effort Body force, brain Pressures of job, level of care about details Working conditions (job conditions, the risks) When designing and administering compensation programs, behavioral aspects must be considered Equity, organizational justice, pay openness, and external equity are all important Administration of a wage and salary system requires the development of pay policies that incorporate internal and external equity considerations Job evaluation determines the relative worth of jobs Several different evaluation methods exist, with the point method being the most widely used Once the job evaluation process has been completed, pay survey data must be collected and a pay structure developed An effective pay system requires that changes continue to be made as needed Developing a pay structure includes grouping jobs into pay grades and establishing a pay range for each grade Individual pay must take into account employees’ placement within pay grades Problems involving rates above or below range and pay compression must be addressed Individual pay increases can be based on performance, cost-of-living adjustments, seniority, or a combination of approaches The End ... results HR management must perform three roles: administrative, operational, and strategic Expanding human capital requires HR management to develop means to: Attract human resources, ... & Development Performance Assessment Compensation and benefits HR management is concerned with formal systems in organizations to ensure the effective and efficient use of human talent to accomplish... And retain human resources HR management activities can be grouped as follows: HR planning Job analysis Recruitment Orientation of career Training and development Performance assessment