While sitting at your desk, lift your right foot off the ground and make clockwise circles.

Now, while doing this draw the number “6” in the air with your right hand.

Your foot will change direction and there’s nothing you can do about it.

MANAGING THE PEOPLEHuman Resource Management11/12 Business

Management

“All corporate strengths are dependent on people” – Adi Godrej, Indian industrialists (405th richest person in the world worth US$4.8billion)

“Train people well enough so they can leave, treat them well enough so that they don’t wan to.”“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”– Sir Richard Branson, CEO and founder of Virgin

“Hire for passion first, experience second and credentials third.”– Paul Alofs, CEO Princess Margaret Cancer Foundation

“It helps to not call people ‘human resources’. They’re people. And, as it turns out, people like to be treated like people. Go figure.”– Dharmesh Shah, Founder HubSpot

“Obey your leaders and submit to their authority. They keep watch over you as men who must give an account. Obey them so that their work will be a joy, not a burden, for that would be of no advantage to you.”- Hebrews 13:17

“No servant can serve two masters. Either he will hate the one and love the other, or he will be devoted to one and despise the other. You cannot serve both God and money.”– Luke 16:13

Assessment Overview Feasibility Study

We’ll go through what that means later Draft: Thursday Week 5 Final: Thursday Week 7 Length:

Year 11 – 800-1,000 words Year 12 – 1,000-1,500 words

All criteria assessed Extended Response Exam

In exam block Length:

Year 11 – 400-600 words, 1.5 hours Year 12 – 600-800 words, 2 hours

All criteria assessed

What is Human Resources? ‘…is the management of the

employment relationship…it covers establishing, maintaining and terminating employment…[HRM] involves planning, organising, leading and controlling the staffing needs of an organisation.’

Mylonas, et al (2007), p283

Establishing Maintaining

Terminating

What is HR? https://www.youtube.com/watch?v=

9ZLbSk1Te68 https://www.youtube.com/watch?v=

5fZc6kqAjR4

Your experiences Where do you work? How long have you worked there? Do you like it? How did you hear about the job? Why did you apply? How did you apply? What was the interview process? What motivates you to work hard at work? Do you get feedback on your performance at work? Do/did you get training? What would make your job better? Do you aim to move higher in your workplace? Did you need any specific skills/qualifications to get the job? Do you consider your job rewarding?

https://www.youtube.com/watch?v=O3l5_MjR0Dw

https://www.youtube.com/watch?v=UdHWL4vdDsE

http://www.seek.com.au/job/29077877?pos=15&type=standard

Job Ads Go to a job search engine:

www.seek.com.au www.careerone.com.au www.hays.com.au www.jobsinhr.com.au

Find at least 3 different job ads for HR-related jobs from three different types of workplaces What is the job title? Who would you be working for? What is the pay? Where is the job (location)? What are 3 responsibilities of the role? What are 3 skills/experience requirements? Identify the qualifications needed, if any. Is there anything in the ad that might make someone want to apply for the

job?

http://courses.curtin.edu.au/course_overview/undergraduate/human-resources

Uni Degrees Visit a university website (Qld, Australia or

international) or use the university guides available

Find 4 undergraduate degrees which indicate an ability to work in HR What uni? What is the degree? How long does it take to complete? If in Qld, what OP do you need? What prerequisites do you need? What careers outcomes are available?

Concept of HRM There have been many different theories

relating to this area of business over the years

It has become much more than just hiring and firing staff

PM HRM Human resources has replaced personnel

management PM only concerned with hiring and keeping records PM has become HR in large orgs due to the broader

nature of issues and the number of staff Managers are concerned about productivity

How much can we get for what we put in (cost minimisation)

Humans as a resource are important What skills would make a human important in a

business?

Changes in Theories

Theory Date FeatureScientific management Early 1900s • A very structured way to complete

each job• One best way to do a task• Needed to find employees who

suited that job• Wages used as an incentive to

perform task• Failed to bring behavioural and

productivity changesHuman relations (behavioural) management

1920s-40s • Examination of the relationship between employee satisfaction and productivity

Personnel management

1950s-1970s • Departments whose role was mainly to recruit staff

• Managing the payrollHuman resource management

Latter part of the 20th century

• Included in the strategic management of the org

• Sees employees as valuable assets

Strategic Importance Developing:

From a separate task to an integrated function Serves org’s strategy and objectives Prospective employees are assessed carefully

Ensuring they possess the right skills to help the org Often people with a particular skill are needed Linking this with someone who fits the corporate

culture is difficult What kind of person do we need to suit Groves’

corporate culture?

Go to www.sofitel.com.au What kind of corporate culture would

they have based on what you can tell from the website?

Let’s say they have a job going to work on the reception desk, who would get hired from the next slide…

The Sofitel is hiring…who would get the job?

Role of HR Manager A HR manager is located at the same level of the

corporate hierarchy as other specialised managers (such as operations manager, finance manager, etc)

Why would this be? In large organisations, the HRM often has a team

below them dealing with individual aspects of the overall HR strategy

CEO

Human Resource Manager

Rec ruitment Mana ger

Perfo rmance Mana ger

Staff Dev elopment Ma nager

Employ ee Rela tions Man ager

Health & Safety

Man ager

Operations Manager

Marketing Manager

Finance Manager

Complete… Read:

pp283-287

Textbook Tasks: p285, Q1,2,5 p286, Q1-3 p287, Q1,3 Extension: remaining questions

People & Work Three vital aspects in an environment

where workers are performing at their best:1. Job design2. Motivation3. Job satisfaction

What kind of threats can exist in a work environment?Is there a place for threats as a motivational strategy? Why/why not?Do non-physical threats work on you at home/work/school? What variables does it depend on?

Venn Diagram What is a ‘resource’ in a business? What is a ‘human resource’? What is the difference? What is the same?

Resources Human Resources

Motivation, Satisfaction & Performance

HR perspective of management sees the staff as humans – with needs to be fulfilled More than just inputs in the production

process Staff have

Expectations of a job Seek a degree of satisfaction from their

work, and Need to be motivated to perform their best

Expectations What do/would you expect from your

workplace?

Are these expectations fulfilled?

What happens when your expectations are fulfilled?

Satisfaction Job satisfaction is potentially different for

each worker It is affected by the expectations you

have

What gives you job/school satisfaction?

How could you be more satisfied at work/school?

Motivation Motivation is what drives someone to put

effort into something Very individualised Not always positive motivation What positive motivation exists for you to

do well at work/school? What negative motivation exists for you

to do well at work/school? Does motivation = happiness?

Models appear to have a glamorous job

Go to the following link and copy and paste the article into a Word document

http://groves.link/unhappymodels

Complete the following based on the article: Highlight any words you do not understand

and then look them up – put the definitions at the end of the document

What does the research by City University tell you about the sort of things that human beings need to feel satisfied and happy?

Is being motivated the same as being happy? Explain your answer.

Just so you know… Due to absences etc we are running a

few lessons behind the Term Overview (perhaps even a week behind)

Human Resource Planning Procedural Involves:

Planning Attracting Maintainingthe workforce

Planning Process The employment cycle demonstrates the

regular order of an individuals life in a particular job

For organisations, this cycle is repeated for each individual employee who is hired and eventually departs

Employment Cycle (from the org’s perspective)

1 234

5678

9Place the following stages of the employment cycle into the diagram using the corresponding numbers:• Career Development• Counselling/Advice• Departure• Exit Interviews• Induction• New Skills• Recruitment• Selection• Training

Recruitment

Selection

Induction

Training

New SkillsCareer Development

Counselling/Advice

Exit Interviews

Departure

Establishing

Maintaining

Terminating

Now, categorise the 9 stages into the following 3 major concerns of HR managers:1. Establishing2. Maintaining3. Recruiting

Are there any points where the cycle may skip or repeat some stages?

Job Analysis HR managers must determine the HR

needs of the org Staff retire, resign, are fired, promoted, die,

etc and the needs of the business change Forecast and plan to meet the org’s future

needs for employees

Job Descriptions HR managers complete job analysis This gives us job descriptions What is the point of a job description? Parts of a job description:

Title Tasks Skills Working environment Hours of work Work practices

These can help to create selection criteria

Find a job ad on www.seek.com.au which has a job description with as many of the aspects listed as possible: Title Tasks Skills Working environment Hours of work Work practices

Attraction & Development Helps find the right person for the job Once they are found, further training and

development has to take place Performance appraisals are also used

after hiring to ensure the org knows what training the new recruit needs

1. InternalEmail, intranet, noticeboards,

newsletters, memos, etc

Recruitment can be done via

two channels

2. ExternalMedia, agencies,

government, headhunters, educational institutions,

previous applicants,

networks, etc

Recruitment, Selection & Induction

Recruitment and selection take place after the org’s HR needs have been identified No point hiring a French teacher for Groves and then

realising we don’t teach French Recruitment takes 2 steps

1. Communication of vacant position to potential applicants 1. ie. Putting a job ad in the paper, on the web, etc

2. Making initial contact with applicants 1. ie. Sending a letter or phoning to say they have been

shortlisted/selected for an interview Once initial contact has been made, the selection

process takes over

Recruitment, Selection & Induction Choosing the most suitable applicant from the pool of

applicants Selection process requires:

A panel to undertake the task Selection criteria developed from job specifications/descriptions

There are usually 4 stages in the selection process:1. Screening/shortlisting applicants2. Interviewing applicants3. Checking applicants’ background4. Advising applicants of outcome

Take notes on what these mean from the bottom of p.309 and top of p.310

Activities, p.311 Complete Q1a,b,c

Employer of Choice Read ‘Employer of Choice’ pp.311-313 Summarise what you have read in your own

words Complete Q1, 2, 4, 6, 8, 9(a,b,d,e,g) Go to http://groves.link/claytonutz

What business does Clayton Utz perform? With reference to the benefits that Clayton Utz

employees enjoy, which three appeal most to you and why?

Would these benefits be possible in every organisation? Why/why not?

Group Activity Get into four groups Using the next slide, read the

information and write notes, create visual representations, draw diagrams, define terms etc on the whiteboards at the back of the room for the topic you are given

Once your group has added all the notes necessary, work through the questions for your topic

Training & DevelopmentRead: pp315-316Complete: Q1-5, p316

Performance AppraisalsRead: pp317, 319-320Complete: Stop & Thinks, p317 and p319; Q1, p317; Q1-4, p320

Rewards SystemsRead: p322Complete: Stop & Think, p322; Q1-3, p322

Turnover & AttritionRead: pp323-325Complete: Q2-12(a-e), pp325-326

Complete your topic’s questions for homework. Be prepared to explain to the class about your topic next lesson.

Peer Teaching As a group, create a 5 minute speech to

explain your topic to the rest of the class You do not need anything other than

what you have put on the whiteboards You may have more than one person

speak

Work through the other topics’ activities

Training & DevelopmentRead: pp315-316Complete: Q1-5, p316

Performance AppraisalsRead: pp317, 319-320Complete: Stop & Thinks, p317 and p319; Q1, p317; Q1-4, p320

Rewards SystemsRead: p322Complete: Stop & Think, p322; Q1-3, p322

Turnover & AttritionRead: pp323-325Complete: Q2-12(a-e), pp325-326