Unit 2. Human Resources. Recruitment and training. Motivation. Communication. Team work.
Learning objectives____________________________________________________
1. Define human resource management
2. Identify the responsibilities of human resource departments
3. Explain how human resource management contributes to an organization’s performance
4. Discuss how to conduct effective interviews
5. Recognize the nature, importance, and benefits of training
6. Formulate training objectives and categorize types of training
7. Demonstrate an understanding of the strategic importance of communications in a competitive environment
Terms to learn________________________________________________________
HR, HRM, recruiting, selection, screening, payroll, benefit, staff, applicant, reference, background, sexual harassment, senior manager, junior manager, interview, CV, induction training, on-the-job training, off-the-job training, job rotation, coaching, assignment, internship training, case study, incident method, role play, simulation, motivation, internal communication, external communication
Pre-texts discussions
1. What is the role of Human Resources specialists in a company?
2. What are the main targets of Human Resources management?
3. How does the recruitment process help in selecting a right candidate?
4. Why is training important for employees?
5. What are the ways of motivating people?
Reading______________________________________________________________
Text I. Human Resources
Human resources specialists are responsible for recruiting, screening, interviewing and placing workers. They may also handle employee relations, payroll, benefits, and training. Human resources managers plan, direct and coordinate the administrative functions of an organization. They oversee specialists in their duties; consult with executives on strategic planning, and link a company’s management with its employees.
HR specialists tend to focus on a single area, such as recruiting or training. HR generalists handle a number of areas and tasks simultaneously. Small companies will typically have one or two HR generalists on staff, while larger ones may have many devoted to particular areas and services.
HRM (Human Resource management) is a strategic approach. HRM uses a variety of tools to help meet the strategic needs of the business, each of which needs together in an integrated way. The key tools are: workforce planning, recruitment & selection, training & development, rewarding and motivating staff, communication, roles and responsibilities (organizational structures).
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Some typical daily tasks for an HR worker include:
· Consult with employers to identify needs and preferred qualifications
· Interview applicants about their experience, education and skills
· Contact references and perform background checks
· Inform applicants about job details such as benefits and conditions
· Hire qualified candidates
· Conduct new employee orientations
· Process paperwork
HR managers will also:
· Plan and coordinate the workforce to best use employees’ talents
· Resolve issues between management and employees
· Advise managers on policies like equal employment opportunity and sexual harassment
· Coordinate and supervise the work of specialists and staff
· Oversee recruitment and hiring process
· Direct disciplinary procedures
Text II. Recruitment and training
An interview is the most common form of selection and it serves a very useful purpose for both employer and job candidate. The employers see:
· Information that cannot be obtained on paper from a CV or application form
· Conversational ability- often known as people skills
· Natural enthusiasm or manner of applicant
· How applicant reacts under pressure
· Queries or extra details missing from CV or application form
The applicants see whether job or business is right for them, what the culture of company is like and also exact details of job.
Training provides employees with the knowledge and skills to perform more effectively, allows them to meet current job requirements, and prepares them to meet the inevitable changes that occur in their jobs. Training is used extensively to help employees understand how they can assist in meeting corporate objectives.
As soon as an employee starts working s/he gets induction training. Induction training is the training immediately received by an employee when he first joins an organization. The basic purpose of an induction program is the integration of new employees with the systems and processes in and across the organization. It also helps the new employees to settle down quickly by familiarizing themselves with the new environment of the organization.
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Other types are divided into on-the-job and off-the job trainings.
On-the-job training (OJT) types are:
1. Job rotation: This training method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. This method helps the trainee understand the problems of other employees.
2. Coaching: Under this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas.
3. Job instructions: Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.
4. Committee assignments: A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve team work.
5. Internship training: Under this method, instructions through theoretical and practical aspects are provided to the trainees. Usually, students from the engineering and commerce colleges receive this type of training for a small amount of money.
Off-the-job types are:
1. Case study method: Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an opportunity to analyze the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an employee.
2. Incident method: Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses the incident and takes decisions related to the incident on the basis of individual and group decisions.
3. Role play: In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. The participant interacts with other participants assuming different roles. The whole play will be recorded and trainee gets an opportunity to examine their own performance.
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4. Business games: According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-operative decision making process.
5. Simulation: Under this method an imaginary situation is created and trainees are asked to act on it. For example, assuming the role of a marketing manager solving the marketing problems or creating a new strategy, etc.
6. Conferences: A meeting of several people to discuss any subject is called conference. Each participant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.
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