Human resources management
The concept of human resource management
The Human Resources Department takes care of all administrative processes related to planning, organizing, directing and controlling all operations and activities, which lead to ensuring the continuity and growth of the organization and the permanence of individual giving.
Human resource management is the function concerned with how to obtain employees, supervise their training, and evaluate and reward them.
Contemporary challenges of human resource management
workforce support
Work environment quality.
Develop employee loyalty
Good workflow and avoid worker downtime
Managing the employee's work-life balance
Human resource management and development axes
The first axis: capacity building
Focusing on building and developing knowledge and skills, including education, training, health...
The state plays an active role in preparing the individual before entering the labor market and then into the organization.
The organization plays a major role in completing the capabilities of this individual and the continuity of his knowledge and skills.
The individual has a role in self-development and in maintaining his energies and his physical and psychological formation.
The second axis: the use of capabilities
The capabilities that were built are operated and applied in tasks and actions that are fully consistent with the knowledge and skills that the individual acquired during the capacity-building process. Otherwise, this would mean wasting the available and possibly human resources in the organization.
The third axis: achieving high economic productivity
The most appropriate use of capabilities in order to achieve the highest possible productivity. Otherwise, this means that there is a defect in the processes of the second axis of capacity use, or a disproportion between capacity building and its use because the balance between capacity building and its use achieves high productivity.
Objectives of human resource management
Get competencies from human resources
Creating a workforce that is capable and willing to stay in the organization
Improve job satisfaction
Achieving the affiliation and loyalty of employees
Growth in income and career position.
Increase the knowledge and skills of employees.
Strengthening the competitiveness of the organization.
Increase the productivity, survival, continuity and growth of the organization
human resource management activities
1- Human Resource Planning
Manpower Planning.
Job analysis and design.
Administrative and organizational development.
2- Development of human resources
Qualification, preparation and preparation.
training and development.
Recruitment, selection and appointment.
3- Compensation and motivation
Job evaluation.
Determine wages and salaries.
Individual and group motivation.
4- Maintaining human resources
Financial benefits.
social services.
Morale and job satisfaction
5- Work Relationships
Relationships between members of the organization.
Honor and discipline.
Job movement management (transfer, promotion, resignation, retirement).
Human resource management in the organizational structure
There are many forms of organization depending on several factors, the most important of which are the size of the organization, its legal form, the nature of its activity, and the degree of centralization followed in it, in addition to the philosophy of human resource management.
The role of the Ministry of Administrative Development, Labor and Social Affairs in managing human resources.
Overseeing the general policy of salaries, wages, incentives and benefits
Preparing the foundations, standards, objectives and templates for annual performance appraisal reports for employees
Preparing the annual plan for training the employees of government agencies.
Preparing a periodic report on the progress of completing the training plan
Participate in setting job localization policies and follow up on their implementation
Preparing a guide describing and arranging public jobs in the country
HR Planning
Determining and providing the organization's needs of employees in terms of number, characteristics and specifications.
Determining the conditions for the nomination of individuals internally (who actually exist), and externally (who will be searched for an appointment) with the expected jobs for a future period.
It is carried out annually, every three years, or within the framework of a five-year plan.
An ongoing systematic process that links human resource management to the achievement of the organization's strategic goals
The responsibility of all departments, not just human resource management.
It represents the starting point for recruitment and selection activities, training, performance appraisal, career development, and formulation of rational policies and programs.
It helps to occupy human resources as the intellectual capital of the organization and is considered one of the most important production resources.
It helps to balance the distribution of employees among departments on the basis of workload.
Helps prepare the estimated budget for salaries and wages:
Cost of wages and salaries = number of employees per job x average annual wage
Determine functional needs:
Article (5) of the Human Resources Law No. (8) of 2009 states that: The administration prepares the annual draft budget for human resources, in coordination with the public administration, in accordance with the approved functional structure, and includes:
The number and types of jobs required.
Job titles and corresponding grades.
Expected dates for filling positions.
After the organization plans its human resource needs, a request is made to create a vacancy from the concerned authority.
Job description
Determining the specifications and qualifications of the person who is suitable to perform the job and achieve its objectives.
Choose a person whose qualifications and experience match those specified in the job description.
Determining the number of people suitable for occupying any job, based on the nature and size of the tasks and duties assigned to a particular job and specified in the description of that job.
Determining the specifications and qualifications of the person who is suitable to perform the job and achieve its objectives.
Choose a person whose qualifications and experience match those specified in the job description.
Determining the number of people suitable for occupying any job, based on the nature and size of the tasks and duties assigned to a particular job and specified in the description of that job.
The success of organizations depends on the availability of qualified people to fill jobs in the organization and achieve its goals...
The existence of standards and specifications that helps in selecting the human elements capable of achieving the goals of the organization.
Contribute to reducing the costs and efforts of preparation, training and development by choosing the right people
n to fill the position.
Internal sources of recruitment:
upgrade.
Inland transportation.
Internal advertisement on the organization's bulletin board.
Examination of personnel records and databases of employees of the organization.
Recommendation and nomination of colleagues.
Reassignment of workers who have left the organization.
External sources of polarization
Advertising in newspapers and magazines.
Employment companies or agencies.
Agencies specialized in attracting senior executive positions.
Educational institutions (schools, colleges, universities)
Nominations by the organization's employees.
Direct requests to work.
Polarization through the Internet
The opinions of experts and university professors.
Part-time or summer work.
Factors influencing selection:
Integrity and transparency of the stages of the polarization process.
Weakness or strength of the wages, salaries and incentives systems in force in the organization.
With the high costs of recruitment, selection and appointment, when choosing an unsuitable person, the organization may abandon this person and search for another, which incurs additional direct and indirect costs.
Types of tests
performance tests.
Intelligence tests.
aptitude and aptitude tests.
Propensity to work tests.
Written exams.
Personality tests.
Direction tests.
Employment documents
Biography.
Experience Certificates.
Medical examination form.
Criminal case form (not convicted).
Work permit from the employment office.
Military service certificate.
Approval of work in the organization for a specific period, especially for those whom the organization has taught and trained before receiving the job.
Social insurance subscription form.
Appointment contract.
Draft decision on appointment to the job.
Issuance of the initial appointment decision
Medical Examination
employee bonus
Compensation: is the amount of money, benefits and services paid to employees for their work:
Salary: a fixed material reward for work, and is not directly related to working hours
Wages: monetary payment for the hours worked by the employee or the number of units produced
Ways to lay off employees
Layoff: is the termination of an employee's employment for economic reasons
Termination: The process of laying off the services of an employee
Encouraging workers to leave voluntarily in return for financial incentives given to leavers.
Compulsory retirement: When the employee reaches retirement age.
Other job rewards
Sick and paid leave
Family and medical vacations
(subsidy) child care assistance
(Subsidy) Elderly care assistance
Scholarships and loans
Employee Benefit Programs
Motivating employees
Bonus: A cash payment added to the regular salary or wages, paid as a reward for achievement.
Commissions: are what you pay an employee for a percentage of sales.
Profit-sharing: Distributing a share of the company’s profits to employees
Performance Bonus: An incentive program to reward employees for achieving specific goals
Knowledge (Experience) Reward: is paid related to what the employee obtains from knowledge or skill, and it is called merit reward or skill reward
retirement benefits
Retirement income programs: It is a system in which a worker pays a portion of his income into an investment account that is not subject to tax, and then receives it as a type of annuity.
Contributing employee plan: a program that makes the employee a partial owner of the company in which he works, in return for granting him a number of company shares.
Stock Options: A contract that allows the holder to buy or sell a number of certain shares at a certain price on a certain date in the future.