4. The New Role of Human Resources and The Skills for Effective Human Resource Management

Max Weber

key thinker who shaped the bureaucratic approach to management and organization

bureaucratic model

a rational, rule-based, hierarchical system—so organizations could operate efficiently, predictably, and fairly, setting the template for modern government agencies and big businesses worldwide

Recruitment

described as the set of activities and processes used to legally obtain enough qualified people at the right place and time so that the people and the organization can select each other in their own best short- and long-term interests

Selection

As part of the recruitment processes, it involves screening candidates to identify those coming forward, and the individual most likely to fulfill the requirement of the Organization.

Placement

is the process of putting people into certain positions who have been selected for the job. Once a letter of employment has been given, the next stage is to place the newly recruited staff into their area of specializations.

performance evaluation, also called a performance appraisal

the process of assessing your employees’ success at their jobs. Organizations often use these evaluations to determine whether a person is fit for a promotion or raise.

Performance management

a partnership between an employee and his/her supervisor to optimize performance, build effective feedback and communication, enhance employee growth and development, and develop goals that are consistent with department/college strategic plans.

Promotion

gives higher pay and benefits and thus helps satisfying physiological needs, security needs, and esteem needs of incumbent.

Promotion

provides a career ladder to the incumbents and therefore, will affect the employees’ motivation, performance and commitment to the job and to the organization.

redundancy

the condition of having too many employees doing the same job. This can be caused by organizational downsizing, the retirement of older employees, or the transfer of employees to other departments.

Industrial Relations

the relationship that exists between an employer and the employees collectively through their Union.

Employee Relations

concerned with "the contractual, emotional, physical and practical relationship between employer and employee". It alludes to the relationship between management and the employee.

Employee Relations

can further be defined as an organization's efforts to create and maintain a positive relationship with its employees.

Employee records

They include things like the employee’s job title, start date, pay rate, and any other information related to the employee’s employment.

Retirement planning

involves determining retirement income goals and what's needed to achieve those goals. It includes identifying income sources, sizing up expenses, implementing a savings program, and managing assets and risks.

Incentive management

the practice of offering incentives like pay, extra time off, or a gift to employees that meet certain benchmarks or perform specific behaviors.

Career development

a perennial HR function which is to identify the individual needs, abilities, goals, organization’s job demands, job rewards and then matching their abilities with job demands and rewards through a well-designed career development program.

Gain sharing

A bonus system where employees get a cash reward when the company improves productivity, reduces costs, or meets specific performance targets.

Profit-sharing

Employees receive a share of the company’s actual profits, usually as an annual or semiannual bonus.

Employee Stock Ownership Plan (ESOP)

A program giving employees ownership in the company by granting or selling them company shares—often at no upfront cost or at a discount.

Job specifications

describe the qualifications a person must have to perform a job well—basically the minimum requirements for the worker, not the tasks.