Post on 18-Jan-2018
description
Human Resource Management
HRM
Gary Dessler
Our syllabus will include these chapters:
• Ch. 1- Introduction to Human Resource Management• Ch. 3- Human Resource Management Strategy and
Analysis
• Ch. 4- Job Analysis and Talent Management Process• Ch. 5- Personnel Planning and Recruiting • Ch. 7- Interviewing Candidates• Ch. 8- Training and Developing Employees• Ch. 9- Performance Management and Appraisal • Ch- 10- Managing Employee Career• ………………..
Introduction to Human Resource Management
1-3Copyright © 2013 Pearson Education
1
The purpose of this chapter is to explain what human resource management is, and why it’s important to all managers. We’ll see that human resource management activities such as hiring, training, appraising, compensating, and developing employees are part of every manager’s job. And we’ll see that human resource management is also a separate function, usually with its own human resource or “HR” manager. The main topics we’ll cover include the meaning of human resource management; why human resource management is important to all managers, global, competitive trends, human resource management trends, and new human resource manager traits.
Learning Objectives
1. Explain what human resource management is and how it relates to the management process.
2. Show with examples why human resource management is important to all managers.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
Copyright © 2013 Pearson Education1-5
Learning Objectives
4.Briefly discuss and illustrate each of the important trends influencing human resource management.
5.List and briefly describe important traits of today’s human resource managers.
6.Define and give an example of evidence-based human resource management.
Copyright © 2013 Pearson Education1-6
Explaining what human Explaining what human resource (HR) management resource (HR) management is and how it relates to the is and how it relates to the
management processmanagement process..
Copyright © 2013 Pearson Education1-7
What is human resource (HR) What is human resource (HR) management and whymanagement and why
is it importantis it important??
Copyright © 2013 Pearson Education1-8
9
The Management Process
Planning
Organizing
Leading Staffing
Controlling
Organization is groups of individuals with formally assigned roles, such individuals generally work together to achieve the common goals of an organization.
The Management ProcessNo matter what your job, planning involves establishing goals,
rules and procedures and attempting to forecast the future. Planning will enhance your ability to manage people and functions.
For our purposes, we will focus our efforts on basic staffing functions. These include:
• Acquiring talented employees• Training new hires and existing managers and employees• Creating and administering effective performance appraisals• Properly compensating employees, and, • Attending to concerns about labor relations, health, safety,
and fairnessCopyright © 2013 Pearson
Education1-10
11
Human Resource Management at Work
What is Human Resource Management (HRM)?
The policies and practices involved in carrying out the ‘people’ or
human resource aspects of a management position, including:
Recruiting, managing, screening, developing, orienting, training, rewarding, and appraising employees at work, and of attending to their labor relations, health, safety, and fairness concerns.
12
Human Resource Management at Work
Acquisition
Training
Appraisal
CompensatingLabor Relations
Health and Safety
Fairness
Human Resource
Management(HRM)
Why Is HR Management Important to All Managers? Managers don’t want to make personnel mistakes, such as hiring the wrong person, having their company taken to court because of discriminatory actions, or committing unfair labor practices.
HRM can improve profits and performance by hiring the right people and motivating them appropriately. It is also possible you may spend some time as an HR Manager, so being familiar with this material is important.
Human Resource (HR) Human Resource (HR) Responsibilities of Line Responsibilities of Line
and Staff Managersand Staff Managers
Copyright © 2013 Pearson Education1-14
Line and Staff Managers
• Line authority gives you the right to issue orders
• Staff authority gives you the right to advise others in the organization
Copyright © 2013 Pearson Education 1-15
• If you are a line manager, you will hold responsibilities to issue orders, provide directions and establish rules and procedures. For example, as a sales manager, you will be responsible for requiring adherence to your rules relative to sales quotas and goals.
• On the other hand, an HR manager is a staff manager and, like all staff managers, is responsible for influencing and advising others. Within the HR department you may be responsible for establishing goals and giving orders to those in your department thus serving as a line manager within HR. Your principal duty to the organization as a whole, however, is that of a staff function, much the same as a purchasing department.
• Staff departments may include finance, accounting, and logistics. Sales, production, and operations departments generally are considered line functions.
17
Line and Staff Aspects of HRM
• Line manager– A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the organization’s tasks
• Staff manager– A manager who assists and advises line managers
Human Resource Duties
• Job placement• Orientation & Training • Improving Performance• Cooperative relations• Motivating, Morale• Development• Safety & health concerns
Copyright © 2013 Pearson Education1-18
Line Managers
Human Resource Duties
Staff Managers
Copyright © 2013 Pearson Education 1-19
• Line function inside of HR department• Coordination• Assist and advise
HR professionals ensure adherence to company policies, provide
training, advice on motivating your employees, and other support
as needed.
20
Human Resource Managers’ Duties
Functions ofHR Managers
Line FunctionLine Authority
Implied Authority
Staff FunctionsStaff Authority
Innovator
Coordinative Function
Functional Authority
Within HR department
Ensures the implementation of HR policies, & coordinates personnel activities
Advices on hiring, training, evaluation, rewarding, firingNew ways for better utilization of employees
21
Human Resource Specialties
Recruiters
Labor Relations Specialists
Training Specialists
Job Analysts
Compensation Managers
Human Resource
Specialties
• Cooperative Line & Staff HRM
Line managers & HR manager share in many HR activities as in
recruiting, interviewing, and hiring, training, job description, ….etc.
Important Trends in Human Resource Management
Copyright © 2013 Pearson Education1-22
23
Globalization Trends
Technological Trends
Trends in the Nature of Work
Workforce Demographic Trends
Changes and Trends in Human Resource
Management
The Changing Environment of Human Resource Management
Trends in Human Resource Trends in Human Resource ManagementManagement
• Globalization• Competition• Deregulation• Increased indebtedness• Technological innovation• More high-tech & service jobs
Copyright © 2013 Pearson Education1-24
Trends in Human Resource Trends in Human Resource ManagementManagement
• More knowledge work• Aging workforce• Economic downturn• De-leveraging• Deregulation slowdown• Slower economic growth
Copyright © 2013 Pearson Education1-25
GlobalizationGlobalization
• Firms extend sales, ownership and manufacturing to other countries
• Sales expansion• Lower labor costs• Forming partnerships• Offshoring
Copyright © 2013 Pearson Education1-26
Indebtedness and DeregulationIndebtedness and Deregulation
• Stock brokering by banks• Lending practices• No money down • Spending > Income• Balance of payments• Treasury bonds
Copyright © 2013 Pearson Education1-27
Technological TrendsTechnological Trends
• Smart phones• Tablet computers• Facebook• Job seeking
Copyright © 2013 Pearson Education1-28
Trends in the Nature of WorkTrends in the Nature of Work
• High-tech jobs• Service jobs• Knowledge work and
human capital
Copyright © 2013 Pearson Education 1-29
Evidence-basedHuman Resource Evidence-basedHuman Resource ManagementManagement
Copyright © 2013 Pearson Education1-30
Evidence-based human resource management involves the use of the best available evidence with respect to human resource practices. For example, tracking median HR expense as a percentage of a company’s total operating costs may average less than 1%. The use of this and similar metrics will help control expenses and contribute to profits.
31
The Changing Role of Human Resource The Changing Role of Human Resource ManagementManagement
New Responsibilities for HR Managers
Measuring the HRM Team’s Performance
Managing with the HR Scorecard
Process
Creating High- Performance Work
Systems
Strategic Human Resource
Management
Copyright © 2013 Pearson Education1-32