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12 Apr 2018

Ulawulo lwaBasebenzi

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ithunyelwe ngu

Ziziphi Izinto Zoluntu?

Iinjongo zokuFunda

  • Cacisa inxalenye ye-HRM kwimibutho.
  • Umntu kwaye uhlolisise inxalenye yemisebenzi enkulu ye-HRM.

Each association, huge or little, utilizes an assortment of funding to influence the business to work. Capital incorporates money, assets, or products used to create pay for a business. For instance, a retail location utilizes registers and inventory, while a counseling firm may have restrictive programming or structures. Regardless of the business, all organizations make them thing in like manner: they should have individuals to make their capital work for them. This will be our concentration all through the content: age of income using relationship building abilities’ and capacities.

Yintoni iRHM?

Ulawulo lwabasebenzi (HRM) yindlela yokusebenzisa abantu, ukulungiselela, ukuhlawulela, ukudala imigaqo-nkqubo ebonisa ukuba nabo, nokudala iinkqubo zokubamba. Njengentsimi, HRM has experienced numerous progressions throughout the most recent twenty years, giving it a considerably more critical part in the present organizations. Before, HRM implied handling finance, sending birthday presents to representatives, orchestrating organization trips, and ensuring shapes were rounded out accurately—at the end of the day, a greater amount of a managerial part as opposed to a vital part vital to the achievement of the association. Jack Welch, previous CEO of General Electric and management master, entireties up the new part of HRM: XCHARXEscape the gatherings and birthday events and enlistment frames.… Remember, HR is critical in great circumstances, HR is characterized in tough circumstancesXCHARX (Frasch, et. al., 2010).

It’s important to call attention to here, at the earliest reference point of this content, each director has some part identifying with human resource management. Because we don’t have the title of HR director doesn’t mean we won’t play out all or if nothing else a portion of the HRM assignments. For instance, most supervisors manage remuneration, inspiration, and maintenance of workers—making these viewpoints part of HRM as well as a component of management. Thus, this book is similarly vital to somebody who needs to be a HR administrator and to somebody who will deal with a business.

Indima ye-HRM

Khumbula ukuba iinkalo ezininzi ze-HRM nazo zihamba ngezinye iintloko zeofisi, nto leyo eyenza le datha ibalulekile, naphezu kwendlela ebizwa ngayo. Uninzi lweengcali zidibanisa kwiindawo ezisixhenxe eziphambili ezidlala kwi-HRM kwimibutho. Ezi zichazwe kumacandelo ahambayo.

yokugaya

Ufuna abantu ukuba benze iimpazamo baze bazalise umsebenzi kumbutho. Enyanisweni, kwanamashishini anamhlanje, abantu bafuneka. Kule miqolo, enye yezinto ezibalulekileyo kwi-HRM kubasebenzi. Ukuqeshwa kwabasebenzi kubandakanya yonke inkqubo yokuthengiswa ekuboniseni umsebenzi ekuhleleni umthwalo wembuyekezo. Ngaphakathi kwamandla abasebenzi, kukho intuthuko emine ebalulekileyo:

Ukuphuculwa kwesicwangciso sobasebenzi. Eli lungiselelo lenza i-HRM ibone ukuba yeyiphi inani labantu kufuneka baqeshe ngenxa yeminqweno yengeniso.

Ukuphuculwa kwemigaqo-nkqubo yokukhuthaza i-multiculturalism emsebenzini. I-Multiculturalism kwindawo yokusebenzela iphela ngokugqithiseleyo, njengoko sinabantu abaninzi abaninzi abavela kwisiseko seziseko zabasebenzi.

Ukubhalisa. Oku kubandakanya ukufumanisa abantu ukuba bazalise izikhundla ezivulekileyo.

Ukuzimisela. Kule nqanaba, abantu baya kudibana kunye nokukhethwa, kwaye umthwalo ofanelekileyo wohlawulelo uya kulungiswa. Le nkqubela ilandelwa ngokulungiselela, ukugcinwa kunye nokuphefumlelwa.

Ukuphuhliswa kweeNkqubo zeeNgqesho

Each association has policies to guarantee reasonableness and coherence inside the association. One of the occupations of HRM is to build up the verbiage encompassing these policies. In the advancement of policies, HRM, management, and officials are associated with the procedure. For instance, the HRM expert will probably perceive the requirement for a strategy or a difference in arrangement, look for feelings on the approach, compose the strategy, and after that convey that approach to workers. It is vital to note here that HR divisions don’t and can’t work alone. All that they do necessities to include every single other division in the association. A few cases of workplace policies may be the accompanying:

  • Inkqubo yokufundisa
  • Ixesha lohambo
  • Umgangatho wezambatho
  • Indlela yokuziphatha
  • Ukusetyenziswa kwewebhu

Imbuyekezo kunye noLawulo lweeNzuzo

Iingcali ze-HRM zifuna ukuqinisekisa ukuba umvuzo uqikelele, udibanisa i-gauge ye-industry, kwaye uphezulu ngokwaneleyo ukukhwela abantu ukuba basebenze umbutho. Umvuzo uquka nantoni na into eyenziwa ngumsebenzi kumsebenzi wakhe. Ukongezelela, iingcali ze-HRM zifuna ukuqinisekisa ukuba imbuyekezo iyafana nantoni na into eyenziwa ngabanye abantu abenza imisebenzi efana nokuhlawulwa. Oku kubandakanya ukubeka izikhokelo zokuhlawula ezicinga ubungakanani beminyaka kunye nombutho, iminyaka yamava, imfundo kunye nokujonga okuthelekisayo. Iziganeko zomvuzo womsebenzi zibandakanya ezi zilandelayo:

  • umvuzo
  • Uncedo lwezonyango
  • I-401 (k) (ukuyila umhlalaphantsi)
  • Isitoko zithenga iimveliso
  • Ixesha lokufika
  • Wakhupha ikhefu
  • imivuzo
  • Ukuhlawula iindleko zemfundo

Since this isnXCHARXt a comprehensive rundown, pay is examined assist in Chapter 6 XCHARXRemuneration and BenefitsXCHARX.

nokugcinwa

Isondlo siquka ukugcina nokukhupha abasebenzi ukuba bahlale kunye nombutho. Umvuzo luqwalasela ngokusisiseko kwisondlo sokumela, nangona kunjalo kukho izinto ezahlukeneyo. I-90% yabasebenzi bayishiya umbutho ngezizathu ezihamba kunye nazo:

  • Imiba ejikeleze umsebenzi abawenzayo
  • Iingxaki kunye nabaphathi abaziintloko
  • Ulungelelaniso olungafanelekanga ngeenkcubeko zenkcubeko
  • Isimo semeko esingafanelekanga yomsebenzi

Regardless of this, 90 percent of administrators think representatives leave because of pay (Rivenbark, 2010). Subsequently, chiefs frequently attempt to change their pay bundles to shield individuals from leaving, when remuneration isnXCHARXt the reason they are leaving by any means. Part 7 XCHARXMaintenance and MotivationXCHARX and Chapter 11 XCHARXWorker AssessmentXCHARX examine a few techniques to hold the best representatives in light of these four components.

UkuFunda noPhuhliso

Xa sitshale amandla ukuba senze abamele abatsha, kufuneka siqinisekise ukuba balungele ukwenza lo msebenzi kwaye baqhubeke nokuphuhlisa kwaye bakhule iziphumo ezintsha kumsebenzi wabo. Ezi ziphumo ekusebenzeni okuphezulu kumbutho. Ukulungiswa ukongeza kwinqanaba eliphambili ekuphefumleleni kwabasebenzi. Abameli abavakalelwa kukuba bayakha izikhono zabo banomdla wokuba banelisekile kwimisebenzi yabo, ekhokelela ngokulondolozwa kwabasebenzi. Iimeko zokulungiselela iiprojekthi zingabandakanya ezi zilandelayo:

  • Iingqesho zokulungiselela, umzekelo, indlela yokuqhuba inkqubo ethile yePC
  • Ukulungelelanisa ngolwazi
  • Ukuzibandakanya kwamaqela
  • Ukulungiswa kunye nokulungiswa ngokusemthethweni, umzekelo, ukuziphatha okungalunganga ukulungiselela nokuziphatha okulungiselelayo

Ukulawula iMithetho Echaphazela Ukuqeshwa

Abantu beempahla kufuneka bazi malunga nganye yemithetho echaphazela indawo yokusebenzela. Ingcali ye-HRM ingasebenza kunye neminye yale mithetho:

  • Imithetho yohlulo
  • Iinkonzo zonyango
  • Ukuhlawulwa kwemfuneko, umzekelo, umvuzo ophantsi kakhulu ovunyelwe ngumthetho
  • Imithetho yokhuseleko yabasebenzi
  • Yenza imithetho

Isimo esisemthethweni sakwa-HRM siyaqhubeka sitshintsha, ngoko i-HRM kufuneka ikwazi ngokuphathelele utshintsho olwenzekayo kwaye emva koko ludlulisela ukuqhubela phambili kulo lonke ulawulo lombutho. Ngokuchasene nokuzisa inxalenye ephambili kwimithetho ye-HRM, siya kujongana nale mithetho kwicandelo ngalinye elibalulekileyo.

Unxibelelwano

Ngaphandle kwezi nxalenye zangempela, ubuchule obukhulu bokuxhatshazwa kunye nokulawula okumangalisayo kubaluleke kakhulu ekulawuleni ulawulo lwabasebenzi kunye nokongezwa kolawulo jikelele.

Ukuqhelanisa nezixhobo zangaphandle

Nangaphandle kokujongana neengongoma, umlawuli we-HR kufuneka acinge ngamagunya angaphandle ekudlalweni anokuchaphazela umbutho. Amandla angaphandle, okanye iinguqu ezingaphandle, zizinto ezo inhlangano engenazo ukulawula ngokukhawuleza; nangayiphi na imeko, zinokuba zizinto ezinokugxininisa okanye zithintele izibonelelo zabasebenzi. Iziphumo ezingaphandle zingabandakanya ezi zilandelayo:

  • Ukudityaniswa kwehlabathi kunye nokugxotha
  • Utshintsho kumthetho wezoshishino
  • Iindleko zonyango lweenkonzo
  • Iminqweno yokumela
  • Iindidi ezintle zabasebenzi
  • Ukutshintsha i-socioeconomics yabasebenzi
  • Bonke abasebenzi basebenza ngokugqithiseleyo
  • Ukukhahlela nokukhawuleza
  • Izinto ezisetyenziswayo, umzekelo, iinkcukacha ze-HR
  • Ukusetyenziswa okubanzi kwenkqubo enxibelelwano engaqhelekanga ukuhanjiswa kwedatha kubasebenzi

Fumana Uqeqesho lwaBantu

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