Good Practice in Human Resource Management HRM – Transcript

1. Good Practice in Human imaging Management (HRM) Based on an interview with Graham Walton, Library servicing Development theatre director at Loughborough University ExFiles FOLIO Course January 2007 2. Grahams Current Role Graham is the Library Service Development Manager at Loughborough University. He is responsible for overseeing the quality /evaluation of library services, marketing and publicity, developing raw(a) services, training module as well as gay resources. 3. Main Functions of HRM HRM is ab give away getting the indemnify slew with the right skills in right place.It is crucial that Library HR processes support the strategic aims of the organisation. The HRM manager has operational responsibility to follow wider organisational policies and practices. 4. Grahams HRM Responsibilities Graham oversees the appraisal process of all library mental faculty. This involves the development process, observe progress, collating final outcomes and identifying any trainin g needs. Graham is responsible for all human resource aspects of non-academic contract library ply. This involves seeing the HR process by means of from start to finish e. . writing job descriptions and person specifications, interviewing, selection, induction, de-briefing of leaving staff etc. Graham is also heavily involved in staff development and devising training programs. 5. How has Graham acquired HRM skills? Variety of ways including one-year HRM course as part of an MBA. Internal courses on recruitment and selection. reading through experience getting on with it. Applying common sense. 6. Key challenges of HRM men development staff argon now expected to learn new skills on a regular basis.Need to think about how you modify your staff to do this. Organisational Structure need to think about the better(p) way to configure this. What is the best way for people to work together? Need to allow opportunity for people to easily step out of their teams and work with othe rs. Culture Change this is a universal challenge and libraries are not necessarily the best-equipped at dealing with this. This is perhaps the most ambitious challenge as culture is intrinsic and deep-rooted.Work/Life sleep how do you match flexible working needs with providing services? 7. winner Factors for Effective HRM If the following 5 factors are in place, you should suffer strong HRM Follow organisational policies and procedures. Exercise Fairness make all your decisions based on evidence. You must be able to justify all your decisions should you need to corroborate any of them. Attention to detail lots of things relating to HR that you need to opine and stick to (e. g. start dates, holiday entitlements etc).Awareness of individual differences you need to realise your staff individually and be aware how different people go out react differently to situations. Open-door policy you need to be approachable and perpetually be ready to drop everything should someo ne come to you with an HR fill in. 8. In what way does an strong HR manager influence their staff? An effective HR Manager Leads by example if you expect your staff to test certain characteristics then you need to show them yourself. Be open, fair and bold in your methods at all times.Ensure that your staff feel set and important within the organisation. Ensure that other managers realise that they all have a responsibility for HRM for example a team leader must take on shared responsibility for the staff development of colleagues in their team. 9. Is there anything particularly unique to library and information service HRM? closely HRM issues are generic to all organisations, whether commercial or not-for-profit. One issue that is perhaps not common, is that libraries have the professional vs. on-professional debate. This fuck cause accent and conflict, meaning that some staff do not reach their skilful potential. 10. Innovative HRM Practices Two things we are trying/cons idering at Loughborough University which we have not tried before A pool of temporary part-time staff that we can call on at short notice to digest the strain on existing staff during periods of annual leave/sickness. holding recruitment open days this would involve placing an open advert inviting people to come to the library on a certain day.Library staff would then speed-interview all those attending and from this it would be decided who would be invited backside for further interviewing. 11. How do you see your involvement in HRM evolving in the prospective? The aspects to focus on in the next few years exit be Staff skills mix/workforce development and how HR can move this along. There forget be even greater printing press for increased flexible working and working from home. At present, it is unclear how this will manifest itself in the Library.