hrm chapter 1
DESCRIPTION
HRM Chapter 1TRANSCRIPT
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT.
PRESENTED BY;
UMAIR ASLAM
HRM BY GARY DESSLER (12 EDITION)CHAPTER # 1
MANAGEMENT
PLANNING
ORGANIZING
STAFFING
LEADING
CONTROLLING
Establish Goals & Standards
Establish Department, Assign Task, Authority/ Delegation, Communication
Recruiting Process
Get the Job Done
Benchmarks
HUMAN RESOURCE MANAGEMENT
It is the process of; ACQUIRING, TRAINING, APPRAISING, COMPENSATING EMPLOYEES RELATION, HEALTH & SAFETY FAIRNESS
HUMAN RESOURCE RESPONSIBILITIES Conducting Job Analyses Planning Employee Needs Recruiting Candidates Orienting & Training Employees Managing Wages & Salaries Providing Incentives & Benefits Appraising Performance Communicating Training & Developing Managers Building Employee Commitment
HIRING WRONG PERSON
HIGH TURNOVER
PEOPLE INEFFICIENCY
INTERVIEW
LEGAL ACTION DUE TO DISCRIMINATION
UNSAFE PRACTICES
UNFAIR SALARIES & FRINGE BENEFITS
LACK OF TRAINING
UNFAIR LABOR PRACTICES
For many years, It has been said that capital is the bottleneck for a developing industry·. I don't think this any longer holds true. I think it's the work force and the company's inability to recruit and maintain a good work force that does constitute the bottleneck for production.
HUMAN RESOURCE MANAGEMENT IMPORTANCE
HUMAN RESOURCE MANAGEMENT DUTIES
LINE FUNCTION Line Authority entitles a Manager to
direct the work of an Employee.
STAFF FUNCTION Staff Authority Functions to support,
assist, advice, and generally reduce some of the informational burdens of Line Manager
COORDINATIVE FUNCTION Manager acts as "The Right Arm of the
Top Executive."
LINE HR MANAGER DUTIES Placing the Right Person on the Right
Job
Orientation of new employees
Training employees for jobs
Improving the Job Performance
Gaining Creative Cooperation and Developing Smooth Working Relationships
Interpreting the Firm’s Policies and Procedures
Controlling Labor Costs
Developing the Abilities of Each Employee
Creating and Maintaining Department morale
Protecting Employees’ Health and Physical Condition
NEW HUMAN RESOURCE APPROACHES TRANSACTIONAL HR
Focuses on using CENTRALIZED CENTERS and OUTSOURCING ARRANGEMENTS with vendors(benefits advisors) to provide specialized support in day to day transactional HR activities.
CORPORATE HR Focuses on assisting top management in BIG ISSUES such as developing the LONG
TERM STRATEGIC PLANS of the company
EMBEDDED HR Assigns HR generalists directly to departments to provide LOCALIZED HRM
ASSISTANCE to the department needs.
CENTRE OF EXPERTISE SPECIALIZED HR CONSULTING FIRMS within the company, PROVIDING
SPECIALIZED ASSISTANCE in areas such as ORGANIZATIONAL CHANGE
TRENDS SHAPING HUMAN RESOURCE MANAGEMENT
GLOBALIZATION & COMPETITION
INDEBTEDNESS & DEREGULATION
TECHNOLOGICAL
NATURE OF WORK
HIGH-TECH JOB
MORE SERVICE JOB
MORE KNOWLEDGE JOB
DEMOGRAPHIC
RETIREES
NON TRADITIONAL WORKERS
GENERATION “Y”
ECONOMIC
IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT NEW HUMAN RESOURCE MANAGERS
FOCUS ON BIG PICTURE ISSUES
TRANSACTIONAL SERVICES
NEW PROFICIENCIES
STRATEGIC HUMAN RESOURCE MANAGEMENT
HIGH PERFORMANCE WORK SYSTEM
EVIDENCE BASED MANAGEMENT
MANAGING ETHICS
HR QUALIFICATION
SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM)
SENIOR PROFESSIONAL in HR (SPHR)
PROFESSIONAL in HR (PHR)
HRM IN CONSTRUCTION INDUSTRY
ACQUIRING TRAINING APPRAISING COMPENSATING EMPLOYEES RELATION HEALTH & SAFETY FAIRNESS