When an organisation has another organisation carry out some of its work activities to an agreed level in return for payment. Examples include services such as catering, cleaning and security. In I.T. outsourcing has being growing since 1970s and since 2000 there has been a growth in business processes being Continue Reading
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Competency Frameworks
Major development in HRM and HRP. Play major role in job definition, selection process, appraisal and training process. Enables transparency in selection and ongoing appraisal. Check list of skills, abilities and characteristics and required levels needed to perform job. Included in job description and person specification. Listed under two categories Continue Reading
Stages of systematic recruitment
Stages of systematic recruitment process: Job analysis Identify what the job is, duties, reporting lines, skills & attributes required plus remuneration. Job description Description of the job, contains competency check list. Person specification Required/desired qualities of the applicant – education, experience etc. Application process Process will depend on job to Continue Reading
Systematic Approach to Recruitment
Systematic approach to recruitment required to select right person for the job. Ensures correct policies and procedures are followed and that approach is repeatable and transparent.
Recruitment
Recruitment – matching skills, knowledge, experience & characteristics of person to those of the job. Important to select right person for right job otherwise they will be inefficient cost the organisation more.
Human Resource Planning
Human Resource Management (HRM) attraction selection training assessment rewarding employees Human Resource Planning (HRP) – part of HRM, ensures organisation has employees required to meet strategic objectives. HRP will identify current & future resource requirement, compare them against currently employed and planned employed resource and identify any gap. Any gap Continue Reading
Direct and Matrix management approaches
Group feedback… Advantages of matrix management Keeps staff overheads to a minimum High utilisation of staff capacity Staff have one manager for pastoral care Create teams of highly specialised members Helps to break down the “silo mentality” Disadvantages of matrix management Staff report to several managers for work allocation Can Continue Reading
Functional and Matrix Management
I.T. management need to consider not just organisation of I.T. department but also software development projects. Main two ways of project management are: Directly managed project staff Staff report directly to project manager. Project manager responsible for work allocation and staff’s T’s & C’s (line management). Matrix structure Utilise skilled/specialised Continue Reading
Centralised and Decentralised I.T. Departments
Advantages/disadvantages to both ways of organising I.T. departments. Advantages of a centralised department: Clear, top down management control & communication Maximise efficiency of skilled & specialised resources Centralised processes, procedures & standards Economies of scale in purchasing hardware & software Disadvantages of a centralised department: Lack of flexibility to respond Continue Reading
I.T. Department Functions
I.T. function responsibilities: Software Development Development/acquisition of application software for payroll, accounting, stock etc. Data Management Covers data design, data models and data security. Network Management Provides network services. Operations Management Responsible for running network, hardware and software as well as back up and security of data. End User Support Continue Reading