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
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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

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Objective

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

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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.

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Hello the Knowledge Economy

• Rise of knowledge workers
• Life-long learning
• Competitive knowledge based on how knowledge is
  applied

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ILO Response

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

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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

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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

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HR and Strategic Planning

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

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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

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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

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Thank-you!