How to manage manpower of an organization

1. Welcome
To
The Presentation

2. An Assignment on
Human Resource Management of a
Fish Processing Industry

3. Human resource management is a function in
organizations designed to maximize employee
performance in service of on employer’s
strategic objectives. Human Resource
Management (HRM) is a relatively new
approach to managing people in any
organization. People are considered the key
resource in this approach.

4. To ensure effective utilization of human
resources
To establish and maintain an adequate
organizational structure
To generate maximum development of human
resources
To ensure respect for human beings
To ensure reconciliation of individual
To identify and satisfy the needs of individuals

5. It supplies skilled workers through scientific
selection process
It ensures maximum benefit
It motivates workers and upgrades them
It prepares workers according to the changing
needs of industry and environment
It helps in reducing casts and helps in increasing
productivity.

6. Manpower Planning
Recruitment
Performance Management
Training and Development
Staff Relations

7. Manpower planning enables an industry to project
its short to long term needs on the basis of its
departmental plans so that it can adjust its
manpower requirements to meet changing
priorities.
Key Components:
Succession Planning
Turnover:
- External factors
- Internal factors

9. Recruitment refers to the overall process of
attracting, selecting and appointing suitable
candidates for job within an organization.
Recruitment advertisements contain the following
element-
The job title heading and location.
An explanatory paragraph.
A description of the position.
Entry qualifications.
The remuneration package.

10. Key Components:
Appointment:
-Terms of appointment
- Guidance of appointment
Selection procedure
- Advertising
- Screening and selection
- Roles and Responsibilities
- Flexibility
Probation
- On the Job Training
- Supervision and Guidance

11. Performance management is very important to
improve overall productivity and effectiveness by
maximizing performance and potential.
Key Component:
Motivation
Performance Appraisal
Promotion
Guidance and Supervision
Addressing poor Performance

12. Motivation:
Motivation is in many ways the key to the success
of human resource management development.
Managers should aim to increase performance
through self motivation. Some of the most
effective ways for managers to motivate staff
include-
Giving Price
Recognition
Positive Feedback

13. Performance Appraisal:
Performance appraisal assesses an individual’s
performance against previously agreed work objectives.
Two functions are-
Identify strengths and overcome weakness
Compare performance and potential
Promotion:
Promotion denotes that an individual has the
competencies i.e. skills, abilities, knowledge and
attitudes. The principle of merit or the best person for
the job is key-to promotion.

14. Guidance and Supervision:
Day to day guidance and supervision is necessary to
provide direction and feedback to staff.
Staff should not have to wait until formal
performance review or appraisal for feedback.
It should focus on good and bad performance.
Immediate feedback has much more impact than
feedback given several weeks or month later.
Staff should be in no doubt what action feedback
covers.
Feedback should focus on overcoming difficulties.

15. Addressing Poor Performance:
Poor performance need to be appropriately handled to
ensure they will not persist in their adverse
performance and will give off their best to the civil
service.
Staff should be told the areas where they need to
improve and how this should be achieved.
If staffs do not respond to counseling their poor
performance will be indicated in their annual
appraisal.

16. Training is the art of increase the knowledge and
skills of an employee for doing a particular job.
Training may be defined as a planned program
designed to improve performance and bring about
measurable changes in knowledge, skills, attitude
and social behavior of employees.
Characteristics of Training:
Increase knowledge and skills for doing the job.
Bridges the gap between jobs needs and employee
skills, knowledge and behavior.
Job oriented process, vocational in nature.
Short term activity designed essentially for
operatives.

17. Types of Training
Skills Training
Refresher Training
Cross-Functional Training
Team Training
Creative Training
Diversity Training
Literacy training
Orientation Training

18. Importance of Training:
To the Industries:
Very effective in decision making and problem solving.
Improve the morale of the workforce.
Helps people identify industry’s goal.
Helps employees to adjust to change.
To the Employees
Improve inter personnel skills.
Improve morals.
Builds cohesiveness in groups.
Increase job satisfaction and recognition.
Helps in eliminating fear of attempting new tasks.
Helps to handle stress, tension, frustration and conflict.

19. For Personnel and Human Relation:
Improve inter personnel skills.
Improve morals.
Builds cohesiveness in groups.
Development:
It refers broadly to the nature and direction of change
induced in employees, particularly managerial personnel,
through the process of training and education.
Development is to provide knowledge and understanding that
will enable people to carry out non technical organizational
functions more effectively such as problem solving, decision
making and relating to people.

20. The term staff relation refers to an industry's
efforts to manage relationships between employers
and employees. Staff relations cover-
Securing staff commitment
Dispute Resolution
Addressing Grievances
Welfare

21. Securing Staff Commitment:
Consultation:
Governments policy is that the staffs should be
consulted on all significant changes to terms and
conditions. At the central level, there are four staff
consultative councils. These are
The senior civil service council
The model scale one staff consultative council
Police force council
Disciplined services consultative council

22. Communication:
Through communication, management helps staffs to
understand the mission, objectives and values of the
sector. Communication is for releasing staffs ideas,
energy and ambitions.
The message they intend to send
Who they need to communicate with
The most effective form of communicating this
particular message
How the audience would be likely to receieve
message.

23. Recognition:
Pay increasing, promotion and job extension,
recognition is a good way to motivate staffs. The
following schemes helps to motivate staffs:
Commendation
Long Service Travel Awards
Long and Meritorious Service Award
Retirement Souveniors
Honours and Awards
Staff Suggetions Scheme
Staff Motivation Scheme

24. Dispute Resolution:
Disputes between management and staff should
be avoided if possible by prompt and constructive
discussion between two sides.
Addressing Grievances:
The Government operates an open and fair system
to deal with compliants and appeals from staffs.
Compliants should be expeditiously deal with. In
particular, government is committed to providing
an working environment which is free from sexual
harassment for staffs.

25. Welfare:
As a good employers, the Government considers it
important to provide welfare and recreational
facilities to staff in maintaining staff morale,
enhancing their loyality. The following schemes
can help to achieve this:
Staff Welfare Fund
Staff Relief Fund
Staff Recreation Fund
Staff Recreation Club
Holiday Bunglows

26. Manpower Planning:
Turnover by rank or grade and reason
Growth of ranks
Existence of a manpower plan
Existence of a succession plan
Staff leaving during probation

27. Training and Development
Training need analysis
Number of training days per staff per year
Existence of a training plan
Number of career development interviews

28. Staff Relations:
Days lost through industrial action
Number of staff complaints
Number of suggestions by staff
Number of meetings held
Management information will not always be
statistically quantifiable and measurable data, but
it should be as objective as possible and based on
observable quantifiable measures wherever
possible.

29. Human Resource Management of a fish processing
industry is responsible for maintaining good
human relations in the organization. It is also
concerned with development of individuals and
achieving integration of goals of the organization
and those of the individuals.

30. .