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What is human resource management?

The basics of HRM are the following:

Acquiring, training, appraising, and

compensating employees

Attending to labor relations, health and safety,

and fairness concerns

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HRM Techniques and Concepts

Conducting job analyses

Planning labor needs and recruiting job

candidates

Selecting job candidates

Orientating and training new employees

Appraising employee performance

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Managing wages and salaries

Providing incentives and benefits

Communicating (interviewing, counseling,

disciplining)

Training and developing managers

HRM Techniques and Concepts, cont.

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Building employee commitment

Being informed about equal opportunity and

affirmative action

Complying to ensure employee health and

safety

Handing grievances and labor relations

HRM Techniques and Concepts, cont.

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Why is HRM important to managers?

Examples:

Finding employees notperforming at peak

capacity

Hiring the wrong personfor the job or experiencing

high turnover

HRM helps you avoid potential messes!

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Examples:

Having your company

taken to court because ofdiscriminatory actions

Having your company

cited under federaloccupational safety laws

for unsafe practices

HRM also helps you avoid serious issues!

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Getting results is the bottom line of HRM!

Your planning, leading,

organizing and controlling

skills are important, but trueHRM success lies with your

people skills

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HRM line vs. staff authority

What is authority?

Line managers are authorized to give orders

Staff managers are authorized to assist and

advise line managers in accomplishing goals

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Line staff HR cooperation

Line staff and HR

usually share

responsibilities

Supervisors spend

much of their time on

HR/personnel-type

tasks

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Line managers HRM responsibilities

Small companies (100 or less employees) tend

to have informal, ad hoc HRM. A line

manager there might have duties including the

following:

Placing, orienting and training employees

Improving employee job performance

Controlling labor costs

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Gaining creative cooperation and developing

smooth working relationships

Interpreting the companys policies andprocedures

Developing the abilities of each person

Protecting employees health and physical

conditions

Line managers HRM responsibilities, cont.

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As a company grows, line

managers need the assistance as

well as the specialized knowledgeand advice of a separate HR staff

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Organizing the HR Department

Providing specialized assistance is what the

HR department is all about

Typical HR positions include: Compensation and benefits manager

Employment and recruiting supervisor

Training specialist

Employee relations executive

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HR Organization Chart for a Large Corporation

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Competitive trends affecting HRM

Globalization and competition

Outsourcing and technological advances

The nature of the work

Service jobs

Human capital

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Demographic and workforce trends

Slow growth

Older, more multi-ethnic workforce

Nontraditional workers

Generation Y

Retirees

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The changing role of HR

Effective HRM selection, training, pay and

employee fairness practices are crucial to

capitalizing on technology and remaining

competitive

HR departments must move away from a

housekeeping focus to strategic maneuvering

HRM must evolve to remain dynamic

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The evolution of HRM

Decade Major BusinessIdeas

Common

HR titles

Pre-1900s Small business and

workers guilds

No HR people

1900s Large-scaleenterprise growth

Labor relations,personnel

1920s Depression, first laborlegislation Industrialrelations,personnel

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Decade Major Business Ideas Common

HR titles

1940s WW II, growth of largediversified enterprises Personneladministration

1960s Civil rights and

compliance

Personnel

1980s Growing impact ofglobalization andtechnology; human

capital; emergency of theknowledge/serviceeconomy

Personnel,HumanResources

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Decade Major Business Ideas Common

HR titles

2000s Modern organizations,organizationeffectiveness, strategic

HR planning

HumanResourceManagement

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The new HR manager

Provides efficient operational services including

outsourcing service when necessary

Supports top managements strategic planningefforts

Acts as the companys internal consultant for

identifying and institutionalizing changes thatenhance employees skills allowing them to

contribute to the companys success

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Important HRM issues

Strategic human resource management

HRs use of technology

Managing ethics

HR Qualifications

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What is strategic HRM?

A strategy is a companys plan for matching

internal strengths and weakness with external

opportunities and threats

Strategic HRM is the formulation and execution

of HR policies and practices that produce

competent employees with the behaviors

needed to achieve the companys strategic goals

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HR and technology

Self-service

Call centers

Productivity

improvement

Outsourcing

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Some Ways HR Managers Use

Technology

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Issues related to HR ethics

Workplace safety

Security of employee records

Employee theft Affirmative action

Comparable work

Employee privacy rights