chp. 1 - HRM

© 2009 Pearson Education South Asia. All rights reserved. 1–1

HR Aspects Of A Manager’s Job

Conducting job analyses (determining the nature of each employee’s job)

Planning manpower needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees


Continuation:

Managing wages and salaries (compensating employees)

Providing incentives and benefits Appraising performance Communicating (interviewing, counseling,

disciplining) Building employee commitment


Continuation:

Understanding employment laws

Knowing employee health and safety issues

Handle grievances and employment relations


Personnel Mistakes

Hire the wrong person for the job

Experience high turnover

Your people not doing their best

Waste time with useless interviews

Have your company sued for discriminatory actions


Continuation: Personnel Mistakes

Have your company fined for unsafe practices

Some employees think their salaries are unfair and inequitable relative to others in the organization

Allow a lack of training to undermine your department’s effectiveness

Commit any unfair employment practices


Line and Staff Aspects of HRM

Authority– The right to make decisions, direct

others’ work, and give orders. Staff authority (Advisory)

– The authority gives right to the HR manager to advise other managers or employees.

Line authority (Superior-Subordinate)– The authority of managers to direct

people in his or her own department.


A line function– The HR manager directs the activities of the

people in his or her own department and in related service areas (like the plant cafeteria).

Continuation: Functions of the HR Manager


A coordinative function– HR managers also coordinate

personnel activities, a duty often referred to as functional control.



Staff (assist and advise) functions– Assisting and advising line managers

is the heart of the HR manager’s job.



Duties of HR Specialists

Training Specialist– Plan, organize and direct training– Advise managers on training

Job Analyst– Collect information about jobs– Prepare job description



Recruiter– Collect information about jobs– Interview and recommend suitable

candidates EEO (Equal Employment Opportunity)

Coordinator– Investigate EEO grievances– Examine HR practices for potential

violations



Compensation Manager– Develop compensation plans– Handle employee benefits program

Employment relations specialist– Advise managers on ER issues– Negotiate with unions


The Changing Environment Of HR Management

Globalization– Tendency of companies to extend

sales, ownership, or production to other countries



Technological Advances– Use of internet and information

communication technology (ICT) to increase competitiveness in business



Changes in nature of work– Staff holding multiple jobs, or part-

time staff



Changes in workforce demographics– Diversified workforce staff

employed are of different race, religion, nationality, gender, age and culture


Strategic Planning

– The company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.

– 3 questions in strategic planning• Current business position• Future business position expected to be• How to get to expected future business

position


Strategic HRM– Formulating HR policies and

introducing practices that produce staff competencies and behaviors that the company needs to achieve its strategic goals.


The New HR Manager


HR and Cultural Values

chp. 1 - HRM

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