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THE HUMAN RESOURCES SUBSYSTEM, Garazi García Antruejo - Coggle Diagram
THE HUMAN RESOURCES SUBSYSTEM
HR in the company
Companies’ resources
Physical Resources
money
Technology
People (HUMAN RESOURCES)
represent high cost
Have interests and goals
Possess influence and power
main asset
can be a competitive advantage
Goal
balance between
economic efficiency (company objectives)
Social efficiency (employee well-being and goals)
HR subsystem
made up of all individuals in the organization
MIssion
personnel function
get the right staff (quantity+quality)
At the right time & cost-effective
Guide behavior towards company objectives (integration+motivation)
Key activities
planning workforce needs
Recruitment & selection
promotion
training & development
performance evaluation
compensation & benefits
HR department
Exists mainly in medium/large companies
Also called: people, talent, People Operations, People & Culture
Two types of relationships with the rest of the company
staff (advisory)
Gives guidance, not mandatory
functional (mandatory)
eforces policies (salary rules, training criteria)
general management designs the strategy; HR executes it
Main functions of HR management
Presonnel planning
goal: right people, place, time & cost-efficient
steps
Analyze current workforce
forecast retirements, departures
determine future workforce needs
Compare current vs desired situation
set objectives
define policies & action plan
monitor results
Recruitment/External Selection
goal: find best candidate for the job
process
Needs analysis (job specification)
Recruitment (sources, pre-selection)
Selection (tests, interviews, decision)
Hiring+onboarding (probation period)
Promotion/Internal Recruitment
filling a vacancy with internal staff (advancement)
types
promotion (higher level)
transfer (same level)
demotion (lower level)
conditions for success
career opportunities exist
Employees have potential
Employees want promotion
Training is provided
real willingness to promote internally
Training
purpose: improve skills, behavior & adjust to business needs
identify training needs (difference between current vs ideal profile)
types
on the job (learning by doing)
off the job (courses, outside the workplace)
Compensation Management
Exchange: employee offers services-company compensates
Components of total compensation
salary (fixed pay)
Incentives (variable pay)
fringe benefits (car, insurance, pension, …)
employer contributions (social security deductions)
Must be
externally competitive
internally fair
individually motivating
Performance Evaluation
compare expected vs actual performance
purpose
feedback to employee (strengths/ improvement areas)
basis for HR decisions (promotion, pay training, dismissal)
can be evaluated by
Supervisor, peers, self, subordinates, customers
360º evaluation
Garazi García Antruejo