Human Resource Management in South Africa

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Human Resource Management in South Africa FOURTH
EDITION
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There are 5 topics in this book as illustrated,
before commencing with the next topic this
structure is repeated and we indicate the topic
that will be dealt with next on the right hand
side
The environment for HR
1
Finding placing qualified employees
2
Assessing developing qualified employees
3
4
Labour relations
5
Emerging HR practices
3
PART 1 The Environment for Human Resources
4
1
The environment for HR
CHAPTER 1 Foundation challenges for
HR CHAPTER 2 Human Resources and
Technology CHAPTER 3 Managing diversity
regulatory challenges
Finding placing qualified employees
Assessing developing qualified employees
Labour relations
Emerging HR practices
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CHAPTER 1 The Foundation and challenges of Human
Resource Management
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Chapter outcomes

• Evaluate the development of human resource
  management (HRM)
• Distinguish the strategic approach to human
  resources from the traditional approach to HRM
• Summarise the key HRM functions
• Explain the roles of the HR Department
• Identify eight challenges/issues facing HR today
• Explain the trends relevant to the growing
  importance for HRM

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Human resources Past present

• People practices in South Africa
• Scientific management
• Human relations
• The HR approach

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Strategic HR

• Strategic management
• Business strategy
• SHRM
• Process is led coordinated by top management

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Strategic vs traditional HRM
Dimensions Strategic HRM Traditional HRM
Planning and strategy formulation Authority Scope
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Strategic vs traditional HRM (continued)
Dimensions Strategic HRM Traditional HRM
Decision making Integration Coordination
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A model of strategic HRM
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HR functions

• Assigned exclusively to HR
• Compensation and benefits issues
• AA EE
• JA programmes
• Pre-employment testing
• Attitude surveys

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HR activities (jointly with other departments)

• JA JD
• Recruitment and selection, orientation and
  internal staffing
• Appraisal, training and development and career
  management
• Compensation and health
• Labour relations
• HRIS, research problem-solving

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HR department roles

• Does the HR function affect the success of an
  organisation?
• HR policies
• Critical policy issues

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Communication

• Downward
• New employee orientation
• Bulletin boards
• Communication meetings
• Newsletters
• Employee handbooks

• Upward
• Suggestions programmes
• Complaint procedures
• Electronic mail
• Attitude surveys
• Open-door meetings

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HR department roles (continued)

• Advice services
• Control functions

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The structure of the HR department

• Clerical, professional, managerial staff
• Responsibilities for HR functions

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Current issues challenges

• Worker productivity
• Quality improvement
• Downsizing, delayering decruiting
• The changing workforce
• Global economy
• The impact of government
• Quality of working life
• Technology and training

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• HR career opportunities
• Professionalisation of HRM
• SABPP (South African Board for People Practices)
• Ethics and HRM

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Summary

• Strategic HR activities address a broad range of
  issues relevant to the successful formulation and
  implementation of company plans.
• The management of people has seen three distinct
  approaches since the turn of the last century
  scientific management, human relations and the HR
  approach. The trend has been toward the HR
  approach, whereby two complementary goals are
  sought increased organisational effectiveness
  and the satisfaction of individual employee
  needs. HR policies and programmes strive to
  achieve both goals.
• A number of critical issues face HR managers and
  administrators in South Africa today. Improving
  worker productivity through HR programmes,
  policies and techniques remains a challenge.
  Increasing the quality of working life (QWL) is a
  goal of many organisations, and programmes such
  as the redesign of jobs have been implemented to
  enhance QWL.
• Hiring and motivating today's changing workforce
  is a major HR challenge. Innovative HR programmes
  must meet the needs of a diverse labour force
  while enabling the company to compete
  successfully in a global economy.

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Summary

• Although the HR programmes of different
  organisations will vary, the HR departments of
  most organisations have these common
  responsibilities job design and analysis
  recruitment and selection orientation and
  internal staffing appraisal, training and
  development compensation and labour relations.
• HR managers and administrators play a number of
  roles in achieving effective HR management. These
  include creating HR policies, offering advice to
  line managers, providing services (e.g.
  recruiting, training, and research), and
  controlling activities to ensure that employment
  legislation and HR policies are being followed.
  Also, it is usually HR's responsibility to design
  and maintain effective communication flows.
• Jobs in the HR department include clerical
  (support), professional and managerial positions.
  
• Free trade and globalisation are putting most
  firms in fiercely competitive markets where
  success depends on the quality of HR management.
• Work itself will be redefined in the future more
  high-order thinking, constant learning and
  flexibility.