The Presentation on the Basics of Human Resource Management

7/29/2019 The Presentation on the Basics of Human Resource Management

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Introduction to

Human Resource Management

Chapter: 1



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The Managers Human Resource

Management Jobs

What is HRM The five basic functions of

planning

organizing

staffing

leading

controlling

Human resource management (HRM) Is the process ofacquiring, training, appraising, and

compensating employees and of attending to their laborrelations, health and safety, and fairness concerns.

What is a manager


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People orPersonnel Aspects

Of A Managers Job Conducting job analyses

determining the nature of each employees job

Planning labor needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries

compensating employees

Providing incentives and benefits

Appraising performance Communicating

interviewing, counseling, disciplining

Training and developing managers

Building employee commitment


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HR manager Should know

about

Employment law

Equal opportunity and affirmative action

Employee health and safety Handling grievances and labor relations

Affirmative action refers to policies that take factors including "race,

color, religion, gender, sexual orientation or national origin into

consideration in order to benefit an underrepresented group, usually

justified as countering the effects of a history of discrimination.

(Wekipedia)

4


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Why is HRM important to all Managers?(Understand byavoidingthese Personnel

Mistakes)

Hire the wrong person for the job

Experience high turnover

Have your people not doing theirbest

Waste time with useless interviews

Have your company in court because of discriminatoryactions

Have some employees think theirsalaries are unfairandinequitable relative to others in the organization

Allow a lack of trainingto undermine your departmentseffectiveness

Commit any unfairlaborpractices


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Basic HR Concepts

Getting results

The bottom line of managing

HR creates value by engaging in activities that

produce the employee behaviors the company

needs to achieve its strategic goals.


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HR and Authority

Line authority

Issue orders It creates a superior-subordinate relationship

Line manager

A manager who is authorized to direct the work of

subordinates and is responsible for accomplishing the

organizations tasks.

Within the dept HR has line authority.

Staff Authority: Advise other mangers or employees

It creates and advisory relationship

Staff authority cannot issue orders down the line

Staff manager

A manager who assists and advises line managers.

(Across departments)


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Line Managers HRM Duties

1. Placing the right person on the right job

2. Starting new employees in the organization (orientation)

3. Training employees for jobs new to them

4. Improving the job performance of each person

5. Gaining creative cooperation and developing smooth working

relationships

6. Interpretingthe firms policies and procedures

7. Controlling labor costs8. Developing the abilities of each person

9. Creating and maintaining department morale

10. Protectingemployees health and physical condition


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HR Managers Duties/Functions

1. A line function

2. A coordinative function

Functional authority

Ensures other functional managers are

implementing the firms HR policies and practices3. Staff functions (assist and advise)


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1. A line function The HR manager directs the activities of the

people in his or her own department and in

related service areas

Exerts line authority within the HR department.

They may exert Implied authority outside their dept.


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2. A coordinative function HR managers also coordinate personnel

activities, a duty often referred to as functional

control.

Manager acts as a right arm of top executives


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3.

Staff (assist and advise) functions Assisting and advising line managers is the heart

of the HR managers job. Advices CEO to betterunderstand personnel issues

Assists in hiring, training, evaluating, rewarding, counseling,

promotion and firing employees.

Administers various health and benefit programs

insurance, accidental claims, retirement, vacations

Helps line managers comply with equal employment and

occupational safety laws, handling grievances, labor relations. Promotes employee advocacy role


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Examples of HR Job Duties

Recruiters

HRD specialists

Equal employment opportunity (EEO)

coordinators

Job analysts

Compensation manager

Cont


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Examples of HR Job Duties (contd)

Training specialists

Plan, organize, and direct training activities.

Employment/industrial relationship specialist

or Labor relations specialists

unionmanagement relations. Employer welfare officer:

Handles welfare activities in factories as per law.

A Day in the life of HR


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HR Department Organizational

Chart (Large Company)

Figure 11Source:Adapted from BNA Bulletin to Management, June 29, 2000

*STD: Short Term Disability

*LTD: Long Term Disability**HRIS: Human Resources Information Systems.

*

**


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HR Organizational Chart

(Small Company)

Figure 12


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THE TRENDS SHAPING

HUMAN RESOURCE

MANAGEMENT

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The Trends Shaping HR Management

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Trends

Globalization

Increased competition

Deregulation

Technological innovation

More high-tech jobs

More service jobs

More knowledge work

An aging workforce

Economic downturns

So Companies Must Be

More competitive

Faster and moreresponsive

More cost-effective

Human-Capital oriented

Quality conscious

Downsized Organized flatter

Organized aroundempowered teams

Learners

More fiscally conservative

More scientific in DM

Employees will thereforeexpect from HR

management that they

Focus more on big pictureissues i.e. strategic goals

Find new ways to providetransactional servicessuch as benefitsadministration.

Create high-performancework systems

Take steps to help theemployer better mangechallenging times

Formulate practices anddefend its actions basedon credible evidence

Manage ethically Have the proficiencies

required to do thesethings- i.e. Strategicmanagement and financialbudgeting


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A Changing HR Environment Globalization

Organizations are expanding Ownerships are changing

Cost-cutting China

Technological Advances (HRMS)

Trends in the Nature of Work Skills and training needs High Tech Jobs

Service Jobs

Exporting Jobs

Human Work and Human capital

Knowledge, education, training, skills and expertise requirements Workforce demographics

Lead to some more strategic responsibilities


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IMPORTANT TRENDS IN HRM

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The New HR Manager HRs changing role:

HR started off with Personnel departments Took over hiring and firing, payroll, and benefit

plans administration. In the 1930s added protecting the firm in its

interaction with unions responsibilities (labor

relations).

Assumed organizational responsibilities forequal employment and affirmative action.

Focus shifted to HRD (1985-1995)

Now???


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What is Strategic HRM?

Formulating and executing human resource

policies and practices that produce the

employee competencies and behaviors the

company needs to achieve its strategic aims.


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What is Strategic Planning A strategic plan is the companies plan for

how it will match its internal strengths and

weaknesses with external opportunities and

threats in order to maintain a competitive

advantage.

Essence of Strategic Planning:

Where are we now as a business?

Where do we want to be? How should we get there?

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What is Strategic Planning?

Strategy

A course of action.

The companys long-term plan for how it will balance its

internal strengths and weaknesses with its externalopportunities and threats to maintain a competitive

advantage.


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What is Strategic Human

Resource Management? SHRM means formulating and executing HR

policies and practices thatproduce the

employee competencies and behaviors the

company needs to achieve its strategic aims.

HR managers today are more involved in

partnering with their top managers in both

designing and implementingtheir companies

strategies.

What is HR omph?


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Creating High-Performance

Work Systems

Creating High Performance Work Systems

A high-performance work system is an integrated

set of human resource policies and practices that

togetherproduce superior employee performance


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Managing with Technology

Benefits of technological applications forHR

Intranet-based employee portals through which

employees can self-service HR transactions. Increased efficiency of HR operations (Productivity).

The ability to outsource HR activities to specialist

service providers. Table: 1-2


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Systems

www.HumanResourceManagementsystem.net

Class Activity-Presentation inLecture 6.

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http://www.humanresourcemanagementsystem.net/http://www.humanresourcemanagementsystem.net/

The Presentation on the Basics of Human Resource Management

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