One of the key initiatives proposed to improve employee engagement and social connectedness, especially in a work-from-home environment, is the introduction of Company Lunch dates. The organization has a dual responsibility alongside individuals to ensure safety and wellbeing.
Steps in a Grievance process: 1. Oral presentation. 2, Grievance in writing. 3. Higher-level grievance meeting. 4. Arbitration.
In SA,his federation has at least 21 affiliated functioning unions under it with an estimated membership of not less than 1.8 million
A labour union represents workiers in dealing with management over disputes involving wages, hours and working conditions.
HRM Process Activities
Analysis, study of the tasks required to do a job well. Planning, having the right number of trained people. Recruitement, the internal labor market vs the external labor Selection, which applicants meets the requirements. Training and development, learn skills to increase job performance. Actual performance vs expected performace is appraised. Pay structure and internal influences and pay level and external influences affect and employees pay.
HR sequeced activities: Job analysis and design>
Human resource planning and forecasting>
Employee recruitment > Employee selection > Training and development > Performance planning and evaluation > Compensation and benefits
HR Management = hiring, developing, motivating and evalutating employees to achieve organizational goals.
The HRM function
HR and managers determine: Philosophies, policies, programmes and decisions
Activities include: HR planning, Performance Management, Reward and compensation, Recruitment and selection; and Onboarding and training
Ensure employee satisfaction, which ensures customer satisfaction
Importance of Managers Understanding Human behaviour
Managers need to effectively manage and motivate people.
Well managed people are more productive.
People determine the success and failure of a business.
Roles of HR Manager and Line Manager
Pros and Cons of Devolution
Con: Role confusion can be counterproductive
Pro: Managers manage conflict and HR can focus on HRM Strategy
Pro: Managers can make decisions to thet the results they desire.
Devolution of HR
Developing leaders: Think like an owner approach
Role of Managers: define leadership, manage and evaluatte people. Employees:solve problems directly with managers
Process of transferring HRM responsibilitites to managers
HR and Managers Collaborate
Competiencies to look out for: top performance, success, education, significant accomplishments, desire to advance
Performance and Motivation: Total rewards Stategy
Compensation, benefits, Work-life effectiveness, recognition, performance management, talent development
HR Compliance: an emloyee handbook or poster can mitigate compliance risk.
HR Planning and Implementation
Identify HR issues by SWOT analysis, Prioritize issues and actions. Create HRM Plan.
Strategic analysis by understanding: company mission and values. HRM department mission and values. the challenges facing the department
Ulrich Model: 1. Make it applicable. 2. Be a strategic partner. 3. Involve people. 4. how can technology be used.
HR VS Organizational Strategy
6 Steps in creating an HR trategic Plan: Determine the HR needs. Recruitment strategy. Select the right person. Improve employee skills. Determine compensation. Appraise performance.
Know your business. Look at the big picture. Make data-driven decisions. Assess business readiness and prioritiza investment.
HR Partner, drives HR agenda that also supports the organizational goals.
How to Motivate Members of Staff
Measure employee engagement
Job resources: Automy, Performance Feedback, Social support, supervisory coaching
