Human Resource Management
in South Africa
FOURTH EDITION
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
1
The environment for HR
2
Finding & placing qualified
employees
3
Assessing & developing
qualified employees
4
Labour relations
5
Emerging HR practices
There are 5 topics in this book as
illustrated, before commencing with
the next topic this structure is
repeated and we indicate the topic
that will be dealt with next on the
right hand side
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
PART 1
The Environment for
Human Resources
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
1
The environment for HR
CHAPTER 1:
Finding & placing qualified
employees
Foundation & challenges
for HR
CHAPTER 2:
Assessing & developing
qualified employees
Human Resources and
Technology
CHAPTER 3:
Labour relations
Managing diversity &
regulatory challenges
Emerging HR practices
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
CHAPTER 1
The Foundation and
challenges of Human
Resource Management
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Chapter outcomes
• Evaluate the development of human resource
management (HRM)
• Distinguish the strategic approach to human resources
from the traditional approach to HRM
• Summarise the key HRM functions
• Explain the roles of the HR Department
• Identify eight challenges/issues facing HR today
• Explain the trends relevant to the growing importance
for HRM
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Human resources: Past & present
•
•
•
•
People practices in South Africa
Scientific management
Human relations
The HR approach
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Strategic HR
•
•
•
•
Strategic management
Business strategy
SHRM
Process is led & coordinated by top
management
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Strategic vs traditional HRM
Dimensions
Strategic HRM
Traditional HRM
• Planning
and
strategy
formulation
• Authority
• Scope
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Strategic vs traditional HRM
(continued)
Dimensions
Strategic HRM
Traditional HRM
• Decision
making
• Integration
• Coordination
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
A model of strategic HRM
External environment
Competition,
government
regulation,
technology,
market trends,
economic
Staffing
Employee
separation
Laws
regulating
employment
Training
HR strategy
Corporate
strategy
Business
unit strategy
Culture,
structure,
politics,
employee skills,
past strategy
HR planning,
design of jobs &
work systems,
what workers
do, what
workers need,
how jobs
interface with
others
Performance
management
HRIS
Internal environment
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Compensation
Labour
relations
HR functions
• Assigned exclusively to HR:
– Compensation and benefits issues
– AA & EE
– JA programmes
– Pre-employment testing
– Attitude surveys
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
HR activities (jointly with other
departments)
•
•
•
•
•
•
JA & JD
Recruitment and selection, orientation and internal staffing
Appraisal, training and development and career management
Compensation and health
Labour relations
HRIS, research & problem-solving
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
HR department roles
• Does the HR function affect the success of an organisation?
• HR policies
• Critical policy issues
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Communication
• Downward
– New employee
orientation
– Bulletin boards
– Communication
meetings
– Newsletters
– Employee handbooks
• Upward
– Suggestions
programmes
– Complaint procedures
– Electronic mail
– Attitude surveys
– Open-door meetings
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
HR department roles (continued)
• Advice & services
• Control functions
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
The structure of the HR department
• Clerical, professional, managerial staff
• Responsibilities for HR functions
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Current issues & challenges
•
•
•
•
•
•
•
•
Worker productivity
Quality improvement
Downsizing, delayering & decruiting
The changing workforce
Global economy
The impact of government
Quality of working life
Technology and training
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
• HR career opportunities
• Professionalisation of HRM
– SABPP (South African Board for People Practices)
– Ethics and HRM
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Summary
•
•
•
•
Strategic HR activities address a broad range of issues relevant
to the successful formulation and implementation of company
plans.
The management of people has seen three distinct approaches
since the turn of the last century: scientific management, human
relations and the HR approach. The trend has been toward the
HR approach, whereby two complementary goals are sought:
increased organisational effectiveness and the satisfaction of
individual employee needs. HR policies and programmes strive
to achieve both goals.
A number of critical issues face HR managers and
administrators in South Africa today. Improving worker
productivity through HR programmes, policies and techniques
remains a challenge. Increasing the quality of working life
(QWL) is a goal of many organisations, and programmes such
as the redesign of jobs have been implemented to enhance
QWL.
Hiring and motivating today's changing workforce is a major HR
challenge. Innovative HR programmes must meet the needs of
a diverse labour force while enabling the company to compete
successfully in a global economy.
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning
Summary
•
•
•
•
•
Although the HR programmes of different organisations will vary,
the HR departments of most organisations have these common
responsibilities: job design and analysis; recruitment and
selection; orientation and internal staffing; appraisal, training and
development; compensation; and labour relations.
HR managers and administrators play a number of roles in
achieving effective HR management. These include creating HR
policies, offering advice to line managers, providing services
(e.g. recruiting, training, and research), and controlling activities
to ensure that employment legislation and HR policies are being
followed. Also, it is usually HR's responsibility to design and
maintain effective communication flows.
Jobs in the HR department include clerical (support),
professional and managerial positions.
Free trade and globalisation are putting most firms in fiercely
competitive markets where success depends on the quality of
HR management.
Work itself will be redefined in the future; more high-order
thinking, constant learning and flexibility.
For use with Human Resource Management in South Africa 4e
by Grobler, Wärnich et al
ISBN: 1408019515 © 2010 Cengage Learning