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HR PRACTICES THAT YIELD THE BEST PERFORMANCE

Session 1: The Core Concern of Human Resources Management
Respicius Shumbusho Damian, BA, MA (Public Administration) Director, Senior Consultant, Researcher, and Trainer Shumbusho and Associates Consulting (T) Limited P.O. Box 4859, Dar es salaam Phone: Phone: +255736403442 Cell: +255 772 228 318 Mob: +255 786 428 318 E-mail: saconsultingtz@gmail.com

Consulting

Objectives
Participants expectations: __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ Session Objectives: At the end of this session, participants must be able: To describe the core concern of HRM in organizations To identify and describe the core functions under HRM To define their role in the HR function

What is HRM?
Is it the same as manpower management? Employees management? Personnel management? What do HR officers/managers do in your organization? It is not simply to make hotel reservation and pick the guests at airport. Are HR personnel responsible for hiring, disciplining, firing? Are they prefects? Or just signing leave forms? If that is the case, we are misusing them. They are supposed to be the main architects of how efficiently human potential should be managed.

HRM has something more than personnel management

HRM values the human potential as the most important for attaining organizational goals Human beings are valued as the most critical resources (human treasury) HRM is strategic: it takes all managers as Human Resources Managers HRM is not confined to formal HR units in organizations. It relates to all efforts to align the key human potential with organizations goals and strategies. HRM emphasizes on commitment rather than compliance Unlike money, machines, technology, and buildings, people are thinking resources (that determines how the rest should be utilized)-characterized with over utilization and underutilization. We do not have the carrying capacity for a human being as it may be assumed for machines. We only seek to Get the Best out of human beings.

What is HRM then?

Simply defined as managing Human Potential so as to achieve the best from the people. It is a process of managing the organizations workforce. It is the management of a Human Side of the organization. Under HRM, human beings are perceived as important resources in organizations

Human resource management is to make the most productive use of human resource to the greatest benefits of the organization and individuals. Organization: profits and social commitments. Individuals: development and achievement

Why are people considered to be resources?

Because people are assets in organizations. Without quality human resources, the rest of organizational resources including money, machines, computers, offices, furniture, vehicles, etc would all be less productive. Humans have a variety of potentials within them. Investing in people means developing those human potentials so as to develop higher performance workforce. These potentials include knowledge, skills, interpersonal skills, work related behavior, experiences. These human potentials are an important means for attaining organizational ends The ends towards which organizations work to achieve is the central concern of management, however, the means to reach those ends differ from one organization to another. Organizations work through pulling together different organizational resources and aligning them towards achieving a single defined purposes. Human resources management is a central tool for aligning the human capital with other resources.

What are the Core HR Functions?

HR Planning (making short and long term forecasts of quantities and qualities of manpower needs and supply of the organization) Recruitment and selection (attracting the best pool of potential employees and choosing the best out of the rest) Motivating employees (attempting to develop higher employees commitment to job and organizational goals. Managing Employees welfare Managing employees benefits Day-to-day management of performance (plan, assess, and reward) Conducting HR Audits (working out to identify whether the human potential in organization is well managed and utilized) Human Resources Training and development (developing desired job and behavioral attributes among individuals. Labour relations: maintaining good relationship between and among employees.

These are not the only, there are other functions we all do? Can we remember some?

What are the other HR functions that we all participate in?

Other Functions we all do: Orienting new employees. On-job training of employees. Interpreting company policies and procedures. Conducting job appraisals. Controlling labor costs. Labor protection and discipline. Conflict management and control Counseling and provision of psychotherapy treatment

THE ENDLesson!
From now onward, the biggest of the lessons we had not thought of is that; at any given time in our work places, we are engaged in managing human resourcesEven if we do not have an opportunity to manage our colleagues, at least we have the chance to manage ourselves and our own performance.