 HR
management is about helping the entire
organization understand & manage its
people.
 HR management consists of planning,
attracting, developing, & retaining
employees.
 HR department is a staff department that
advises & assists all other departments.
 Large organizations have separate HR
department that plans HR practices for the
entire organization.
 Following
is a list of common responsibilities
of an HR department:

Determine the recruiting & selection process &
conduct job analysis (job descriptions &
specifications) for all jobs to aid managers in
hiring.

Recruit candidates from mangers ,select new
employees; place job opening ads.
Conduct orientation sessions for new employees
& train many of them to do their jobs.


Develop the performance appraisal system &
forms used by managers throughout the
organization.

Determine compensation (pay & benefits)
guidelines.

Develop employee health & safety programs, &
assist in the termination of employees.

Keep employment records & help employees to
understand & use their benefits.

Participate in legal matters, including teaching
managers the legal requirements they need to
follow when conducting job searches &
interviews.
 HR
department need to ensure that everyone
in the organization complies with the law.
 The
law tells organizations what they must &
mustn’t do.
 Pre-employment
Inquiries:
 No-one in your organization can legally ask
discrimination questions, either on the
application or during interviews.
 Here


are 2 rules to guide you:
Be sure that every question you ask is job
related.
Ask all candidates the same general questions.
 HR
department develops the plans for the
entire organization (numbers, benefits)
 HR guides employees as they carry out the
mission, strategy, & objectives of the firm.
 Strategic HR planning is the process of
driving the organization to meet its
objectives.
 HR department is to provide people with the
right skills at the right time.
 Strategic
HR planning determines the number
of people & skills needed, but doesn’t
specify how each job is to be performed.
 HR planning must review information about
the job itself.
 Job design is the process for developing &
combining the tasks & activities that include
a particular job.
 Job analysis is the process for determining
what position entails & qualifications needed
to staff the position.
 Job
description identifies the tasks &
responsibilities of a person.
 Job specifications identify the qualifications
needed to staff a position.
 An essential part of job analysis is developing
a realistic job preview (RJP).
 The RJP provides the candidate with an
accurate, objective understanding of the
job.