Chapter 12: Human Resources Management
The relationship between line management and the HR department:
The HR function:
HR functions as a strategic partner
Improve skills base of employees and contribute to the profitability of the organisation
Every manager in the organisation should realise the importance of recruiting, selecting, training,
developing, rewarding, assisting and motivating employees
Integration and teamwork are essential for organisational success.
HR management and organisational effectiveness:
Effective organisations must have a vision, a mission strategy, organisational structure and human
resources. Successful companies have the following HR management attributes:
Primary benefits (monetary benefits)
Secondary benefits and working conditions (non-monetary benefits)
Training and development
Career development
Company culture and diversity
Contribution of HR to organisational effectiveness should include:
Assisting everybody to reach goals
Efficient use of skills and abilities
Training and motivating employees
Job satisfaction and self-actualisation
Desirable quality of working life
Maintaining ethical policies and socially responsible behaviour
Managing change to the mutual advantage of individuals and public
Executing HR functions in a professional manner
Involvement in strategic decision making and strategy formulation.
HR Planning:
Can be divided into three phases:
Phase 1: identify the work being done in the organisation (job analysis, job description, job specification)
Job analysis Job description Job specification
Process used to investigate the Written format listing Details knowledge, skills and
tasks, duties and responsibilities contents of the job abilities relevant to the job
of a job in an organisation
Phase 2: human resource forecasting - the quantity and quality of employees needed in the business in
the future. Its purpose is to balance human resource supply and human resource demand. Demand is
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, affected by business objectives (number of people needed to attain them), and supply is affected by the
HR programs providing the human resources. The following should be considered during forecasting:
Economic growth
New developments in the business
The labor market
Phase 3: the human resource plan. Purpose of this plan is to provide concrete guidelines and steps that
indicate how the business’s short-, medium- and long-term human resource requirements can be
provided for. It answers the question “What must we do today to be prepared for tomorrow?”
Finding qualified talent:
1. Recruiting from inside (internal recruiting)
2. Recruiting from outside (external recruiting)
3. The recruitment procedure
Recruiting methods:
Recruitment through advertisements
Recruitment through private employment/recruitment agencies
Recruitment through existing employees
Recruitment though personal approach
Recruitment through radio, TV and the internet
Sundry recruiting strategies
Talent selection:
Selection is the process of determining which individuals are best suited to fill positions in the
organisation. Selection process:
1. Application and short listing
2. Intensive assessment
– Psychological testing: assessing applicant’s personality, abilities and management skills
– Diagnostic interview: assessing the applicants working ability and past performance
3. Final selection
4. Onboarding: (orientation or socialisation) does via an induction policy
Developing talent:
Human resources development (HRD) and development methods:
1. On-the-job training and development (occurs within the organisation) and trainees learn by
observation, and includes:
Job rotation: When a staff member is moved to a new job as soon as he or she knows
the current job well. The rotation can be short-term or long-term.
Job shadowing: An intervention that supports an employee who desires to become
familiar with a job. This occurs by following and observing a trained, knowledgeable and
experienced employee.
Job enlargement and enrichment: The increasing of the employee’s duties,
responsibilities and independence, the organization will allow the employee to learn more
about the job, department and organization.
Job instruction training (JIT): Steps in JIT are preparation, presentation, performance try-
out and follow-up.
Coaching
Mentoring
2|Page
The relationship between line management and the HR department:
The HR function:
HR functions as a strategic partner
Improve skills base of employees and contribute to the profitability of the organisation
Every manager in the organisation should realise the importance of recruiting, selecting, training,
developing, rewarding, assisting and motivating employees
Integration and teamwork are essential for organisational success.
HR management and organisational effectiveness:
Effective organisations must have a vision, a mission strategy, organisational structure and human
resources. Successful companies have the following HR management attributes:
Primary benefits (monetary benefits)
Secondary benefits and working conditions (non-monetary benefits)
Training and development
Career development
Company culture and diversity
Contribution of HR to organisational effectiveness should include:
Assisting everybody to reach goals
Efficient use of skills and abilities
Training and motivating employees
Job satisfaction and self-actualisation
Desirable quality of working life
Maintaining ethical policies and socially responsible behaviour
Managing change to the mutual advantage of individuals and public
Executing HR functions in a professional manner
Involvement in strategic decision making and strategy formulation.
HR Planning:
Can be divided into three phases:
Phase 1: identify the work being done in the organisation (job analysis, job description, job specification)
Job analysis Job description Job specification
Process used to investigate the Written format listing Details knowledge, skills and
tasks, duties and responsibilities contents of the job abilities relevant to the job
of a job in an organisation
Phase 2: human resource forecasting - the quantity and quality of employees needed in the business in
the future. Its purpose is to balance human resource supply and human resource demand. Demand is
1|Page
, affected by business objectives (number of people needed to attain them), and supply is affected by the
HR programs providing the human resources. The following should be considered during forecasting:
Economic growth
New developments in the business
The labor market
Phase 3: the human resource plan. Purpose of this plan is to provide concrete guidelines and steps that
indicate how the business’s short-, medium- and long-term human resource requirements can be
provided for. It answers the question “What must we do today to be prepared for tomorrow?”
Finding qualified talent:
1. Recruiting from inside (internal recruiting)
2. Recruiting from outside (external recruiting)
3. The recruitment procedure
Recruiting methods:
Recruitment through advertisements
Recruitment through private employment/recruitment agencies
Recruitment through existing employees
Recruitment though personal approach
Recruitment through radio, TV and the internet
Sundry recruiting strategies
Talent selection:
Selection is the process of determining which individuals are best suited to fill positions in the
organisation. Selection process:
1. Application and short listing
2. Intensive assessment
– Psychological testing: assessing applicant’s personality, abilities and management skills
– Diagnostic interview: assessing the applicants working ability and past performance
3. Final selection
4. Onboarding: (orientation or socialisation) does via an induction policy
Developing talent:
Human resources development (HRD) and development methods:
1. On-the-job training and development (occurs within the organisation) and trainees learn by
observation, and includes:
Job rotation: When a staff member is moved to a new job as soon as he or she knows
the current job well. The rotation can be short-term or long-term.
Job shadowing: An intervention that supports an employee who desires to become
familiar with a job. This occurs by following and observing a trained, knowledgeable and
experienced employee.
Job enlargement and enrichment: The increasing of the employee’s duties,
responsibilities and independence, the organization will allow the employee to learn more
about the job, department and organization.
Job instruction training (JIT): Steps in JIT are preparation, presentation, performance try-
out and follow-up.
Coaching
Mentoring
2|Page
