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HUMAN RESOURCE MANAGEMENT : A CENTRAL BUSINESS CONCERN

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HUMAN RESOURCE MANAGEMENT : A CENTRAL BUSINESS CONCERN Prepared for HRCOSA : 5 November 2003 SACOB Content Background on how HR has evolved The Rise of the Knowledge ... – PowerPoint PPT presentation

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Title: HUMAN RESOURCE MANAGEMENT : A CENTRAL BUSINESS CONCERN


1
HUMAN RESOURCE MANAGEMENT A CENTRAL BUSINESS
CONCERN
Prepared for HRCOSA 5 November 2003 SACOB
2
Content
  • Background on how HR has evolved
  • The Rise of the Knowledge Worker
  • Response of the I L O
  • HR Managers and Strategic Planning
  • The Future of HRM

3
Objective
  • To determine how HR practitioners should
    position themselves to add value to the
    organization

4
The Traditional Personnel Function
  • A set of functions or activities, (eg.
  • recruitment, training, IR, etc)
  • Often performed separately often not directly
    related to organizational objectives.

5
Hello the Knowledge Economy
  • Rise of knowledge workers
  • Life-long learning
  • Competitive knowledge based on how knowledge is
    applied

6
ILO Response
  • Revision of ILOs Human Resources
  • Development Recommendation of 1975
  • Recommends that lifelong learning requires
  • commitment from
  • - government
  • - private sector
  • - individuals

7
ILO Recommendation (1)
  • HR Education and Training Policies to be
  • introduced which
  • Facilitate lifelong learning
  • Consider social and economic objectives
  • Stress importance of innovation, competitiveness,
    productivity and growth of economy

8
ILO Recommendation (2)
  • Address the challenge of transforming informal
    economy into mainstream of economy
  • Reduce inequalities in participation of adults in
    education and training
  • Promote investment in infrastructure needed for
    use of IT in education and training

9
HR and Strategic Planning
  • 6 Key Steps
  • Hiring and Selection
  • Training and Development
  • Productivity
  • Organizational Planning and Development
  • Reward and Recognition Systems
  • HR Administration

10
What This Means
  • HR function becomes recognized as a central
    business concern
  • Performance and delivery are integrated into line
    management
  • Aims shift from securing compliance to winning
    commitment

11
The Future of HRM
  • Integrate HR into Organization by
  • Allowing HR to form an essential part of
    management education and training so that HR is
    integrated into organizational strategies and
    line managers functions
  • Investing in people with a long-term perspective
  • Ensuring that external considerations are taken
    into account

12
Thank-you!
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