Human Resources

1. Preparation of the work place:
- personnel planning
- personnel recruitment (one of the most important tasks and the manager should do the interviews for hiring new employees)

2. Work performance:
- personnel performance
- personnel management (also important)
- personnel appraisal
- personnel reward
- personnel development (also important)

3. Personnel exemption:
- personnel layoff

(Appraisal: is a method by which the job performance of an employee is documented and evaluated. Consists of regular reviews of employee performance within an organization.)

HRM:
Responsibility of those who manage people.
Involves:
1. Planning for human resources needs
2. Including recruitment and selection
3. Training and development
4. Promotion and transfer
5. Redundancy and retirement

6. Welfare and safety
7. Wage and salary administration
8. Collective bargaining
9. Most of industrial relations

Economic goals 5
- optimal assignment of employees
- optimal integration of work
- profitability
- enhancement of human work performance
- usage of creativity
PROFIT + EFFICIENCY

social goals 6
- scope of work
- work place design
- occupational safety
- management
- motivation
- participative management
BALANCE $ & PEOPLE

SUPERIOR GOAL: harmonious relationship between objectives of the company and the interest of the employees

1. Institutionalization:
- 1965 personnel management was created
- most relevant factor was the organization and the structure
- personnel had to adapt to the complex companies requirements

2. Humanization:
- 1970 influence came from USA
- consideration of person with feelings, needs, and values
- satisfaction of employees was the final goal and more money was inn vested in this field

3. Economization:
- 1980 personnel and organization requirements had to adapt to the market conditions
-strategy had to lead to rationalization of the development potential --> efficiency

4. Entrepreneurship
- 1990 HR becomes an essential factor in the company
- not only an employee but a member of the company
- new challenges in the globalization world: client orientation, information, technologies
- horizontal integration of activities and units of a company

Planning:
Decision on qualitative and quantitative personnel demand needed.
Constant protection of production factor labor.
Optimal assignment of employment through knowledge of job requirements
Creation of best possible working conditions

Principles: 5
- Labour market
- flexibility and personal commitment
- personnel adjustment
- diversity
- human dignity

Issues: 3
- dependence of other business plans
- high degree of uncertainty: human factor. People get sick, can quit, can get pregnant, can have an accident
- high numbers of conditions to be considered: personnel structure, individual agreement, laws, collective wage agreements, personnel planning in media sector.

Def: providing the necessary manpower for the company in qualitative, quantitative and geographical terms.

1. Process control:
- supervising the behavior of employees
- interactional and structural behavior control

2. System design
- establishment of rules and conditions that should be followed in order to regulate the supervision of behavior and directly influence the behavior of employees.

1. Independent functioning
Corporate strategy and HRM function independently. In this case is very difficult to organize the company because the two things are not closely connected.

2. HRM derives from CS
This is the normal situation for a company.from the corporate strategy you can decided which kind of people the company needs.

3. CS derives from HRM:
You have a kind of employees and according to that you create a proper strategy for a company.

4. Integrative approach:
Is the best one because the HRM strategy is incorporated in the company strategy. Everything should function in a simultaneous way.

Macro environmental factors that can influence the HRM management and the strategic management

Political
Economical
Social
Technological
Environmental
Legal

Similar to SWOT
Strength
Weakness
Opportunities
Threats

X manager:
Attitude against the employment. Negative attitude that caused that employees dislike their work.
People was forced to work almost with threat of punishment. It is a way of managing that beliefs that employees prefer to be directed and need a strong leader, and avoid responsibility. Employees are not motivated.

Y manager:
Motivated employees where they are able to have self control, they are motivated and want to take responsibilities. It is a democratic
Leadership style, participative and cooperative.

- demographic factors
- recruiting talents
- work life balance
- globalization
- change of values
- diversity
- digitalization (requires training)

1. Job enrichment: to assign higher quality of tasks. Is an attempt to motivate employees by giving the opportunity of using the range of their abilities. "Vertical loading" of work.

2. Job enlargement: is the assignment of additional tasks of the same level of complexity. The quantity of tasks grow without changing the challenge. Is an "horizontal loading" of work

3. Job rotation: regular and systematic changing of jobs and tasks within the employees of the company.