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Human resource management

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Ministry of Public Service, Youth and Gender Affairs
Ministry of Public Service, Youth and Gender Affairs

This presentation provides the definition of Human Resource management, recruitment and challenges of HRM in the public sector in Kenya

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HUMAN RESOURCE MANAGEMENT The Public Sector Eliud Bundi Ondara MPA Student University of Nairobi
Contents Introduction Human Resource Planning (HRP) Job Analysis and Design Acquiring Human Resource Human Resource Development Performance Assessment And Management Compensation and Reward System
Introduction What is HRM? Why HRM important in 21st Century? Evolution and Development of HRM
What is HRM? There are many definitions that have been advanced on HRM. The process of acquiring, procuring, developing and maintaining people in the organization. An organization can not function as buildings, machines and inventories without people. HRM is a management function
Evolution of HRM - Stages
Evolution of HRM - Stages
Why HRM is important in the 21st Century Create meaningful jobs for organizations. Maintaining the right mix of people in an organization. Provide organization structure for employee effectiveness. Creating an positive work environment. Help develop and retain effective employees. Manage change and succession. Enhance employee and stakeholders collaboration.
Human Resource Planning Definition Importance HRP Process of HRP
Human Resource Planning Process of analyzing and identifying organization’s employee needs to achieve its goals. Availability of human resource for achieving the organization’s objectives. It involves forecasting the organization’s future HR needs. Ensuring supply of the right number and kind of people.
Why is HRP important? Assesses the future personnel needs Helps organization prepare for change Creates high talented personnel Protects weaker sections of the organization Provides foundations for personnel functions Matches demand with supply Maximize the use HR and ensure ongoing development.
HRP process Consider the annual economic sector growth for a period Review the labour stock in the base year Translate the annual economic growth in terms of labour needs Consider the attrition rate Consider number of people leaving school Monitor unemployment rate Fill the gaps between supply and demand
Job Analysis and Design Definition Importance Steps of Job analysis and Design
Job Analysis and Design - Definitions Job analysis The process of analysing and listing the tasks that are included in the job. All the steps taken to perform the different tasks; and All the requirements the respective tasks put upon the jobholder It provides the basis for Job description – what the job holder does.
Importance of Job analysis It determines:  Duties, skills and abilities required for a job. Relationship to other jobs Conditions under which work is performed The kind of person required Materials and equipment requirements.
Job Design Describes the contents, methods and relationships of jobs. The process is based on an analysis of the way in which work needs to be organized. Job design has to start from work requirements because that is why the job exists. It also aims to fulfill the social responsibilities of the organization to the people who work.
Sources of information Employees – line managers, job holders Job Incumbents Human resource Manuals Other organizations
Acquiring Human Resource Employees recruitment and Selection Employee Selection process Equal Employment Opportunity
Employee Recruitments and selection Recruitment - the process of identifying and engaging the people the organization needs. Selection - that process concerned with deciding which applicants or candidates should be appointed to a job. The art of discovering and procuring potential applicants.
Steps to Recruitment and selection Organization analysis on needs. Defining requirements. Planning recruitment campaigns. Attracting candidates. Selecting candidates – shortlisting, interviewing.
Selection? Interviewing – Individual (face to face). – Interview panel – Selection board Ability test – Published, standardized test (Intelligence tests, aptitude tests & Personality Tests ) Assessment centres – Run by professionals with standardized multiple assessment techniques
Legal Framework – The Employment Act 1980 & 1982 – The Trade Union Act 1984 – The Wages Act 1986 – The Employment
Employee Relations Meaning and importance Trade unions
Employee relations The relationship that exists between employers and employees, and How they work together to determine the level of pay and working conditions. The aim of ER is to achieve an optimum working relationship between the employees of an organisation and management.
Structure of Employee relations Employees ER Trade Unions Employers Employer Associations Government
Employee relations issues Job classifications Award conditions Leave entitlements Unfair dismissal Anti-discrimination Dispute resolution Contract provisions
Trade Unions Union is a group of workers who have come together to make collective decisions Trade unions are formed to protect and promote the interests of their members. Their elected leaders negotiate with their employer over: • Wages • Working conditions and hours • Safety and Health • Other benefits
HRM Challenges in Public sector
Challenges Friendships and relations – nepotism, favouritism, bribery Failure to follow procedures – cost implications Choosy employees – refusal to work in some parts of the country Competition – between the public and private sector Lack of ICTs to manage the HR precesses
Questions?

More Related Content

Human resource management

  • 1. HUMAN RESOURCE MANAGEMENT The Public Sector Eliud Bundi Ondara MPA Student University of Nairobi
  • 2. Contents Introduction Human Resource Planning (HRP) Job Analysis and Design Acquiring Human Resource Human Resource Development Performance Assessment And Management Compensation and Reward System
  • 3. Introduction What is HRM? Why HRM important in 21st Century? Evolution and Development of HRM
  • 4. What is HRM? There are many definitions that have been advanced on HRM. The process of acquiring, procuring, developing and maintaining people in the organization. An organization can not function as buildings, machines and inventories without people. HRM is a management function
  • 5. Evolution of HRM - Stages
  • 6. Evolution of HRM - Stages
  • 7. Why HRM is important in the 21st Century Create meaningful jobs for organizations. Maintaining the right mix of people in an organization. Provide organization structure for employee effectiveness. Creating an positive work environment. Help develop and retain effective employees. Manage change and succession. Enhance employee and stakeholders collaboration.
  • 8. Human Resource Planning Definition Importance HRP Process of HRP
  • 9. Human Resource Planning Process of analyzing and identifying organization’s employee needs to achieve its goals. Availability of human resource for achieving the organization’s objectives. It involves forecasting the organization’s future HR needs. Ensuring supply of the right number and kind of people.
  • 10. Why is HRP important? Assesses the future personnel needs Helps organization prepare for change Creates high talented personnel Protects weaker sections of the organization Provides foundations for personnel functions Matches demand with supply Maximize the use HR and ensure ongoing development.
  • 11. HRP process Consider the annual economic sector growth for a period Review the labour stock in the base year Translate the annual economic growth in terms of labour needs Consider the attrition rate Consider number of people leaving school Monitor unemployment rate Fill the gaps between supply and demand
  • 12. Job Analysis and Design Definition Importance Steps of Job analysis and Design
  • 13. Job Analysis and Design - Definitions Job analysis The process of analysing and listing the tasks that are included in the job. All the steps taken to perform the different tasks; and All the requirements the respective tasks put upon the jobholder It provides the basis for Job description – what the job holder does.
  • 14. Importance of Job analysis It determines:  Duties, skills and abilities required for a job. Relationship to other jobs Conditions under which work is performed The kind of person required Materials and equipment requirements.
  • 15. Job Design Describes the contents, methods and relationships of jobs. The process is based on an analysis of the way in which work needs to be organized. Job design has to start from work requirements because that is why the job exists. It also aims to fulfill the social responsibilities of the organization to the people who work.
  • 16. Sources of information Employees – line managers, job holders Job Incumbents Human resource Manuals Other organizations
  • 17. Acquiring Human Resource Employees recruitment and Selection Employee Selection process Equal Employment Opportunity
  • 18. Employee Recruitments and selection Recruitment - the process of identifying and engaging the people the organization needs. Selection - that process concerned with deciding which applicants or candidates should be appointed to a job. The art of discovering and procuring potential applicants.
  • 19. Steps to Recruitment and selection Organization analysis on needs. Defining requirements. Planning recruitment campaigns. Attracting candidates. Selecting candidates – shortlisting, interviewing.
  • 20. Selection? Interviewing – Individual (face to face). – Interview panel – Selection board Ability test – Published, standardized test (Intelligence tests, aptitude tests & Personality Tests ) Assessment centres – Run by professionals with standardized multiple assessment techniques
  • 21. Legal Framework – The Employment Act 1980 & 1982 – The Trade Union Act 1984 – The Wages Act 1986 – The Employment
  • 22. Employee Relations Meaning and importance Trade unions
  • 23. Employee relations The relationship that exists between employers and employees, and How they work together to determine the level of pay and working conditions. The aim of ER is to achieve an optimum working relationship between the employees of an organisation and management.
  • 24. Structure of Employee relations Employees ER Trade Unions Employers Employer Associations Government
  • 25. Employee relations issues Job classifications Award conditions Leave entitlements Unfair dismissal Anti-discrimination Dispute resolution Contract provisions
  • 26. Trade Unions Union is a group of workers who have come together to make collective decisions Trade unions are formed to protect and promote the interests of their members. Their elected leaders negotiate with their employer over: • Wages • Working conditions and hours • Safety and Health • Other benefits
  • 27. HRM Challenges in Public sector
  • 28. Challenges Friendships and relations – nepotism, favouritism, bribery Failure to follow procedures – cost implications Choosy employees – refusal to work in some parts of the country Competition – between the public and private sector Lack of ICTs to manage the HR precesses