topic-1_overview and intro
TRANSCRIPT
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INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT (HRM533)
Topic 1: Overview and Introduction of HRM
Definition of HRM?
Historical Development
Challenges of HRM in the new Millennium
Raden Mohd Ngisomuddin bin MasdukiSenior Lecturer
Faculty of Business Management
UiTM Kedah
Phone: 0193577579, 044562406,
Email: [email protected]
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Definition of HRM
The process of managing human talent toachieve an organization objectives (Snell& Bohlander)
The design of formal systems in anorganization to ensure effective andefficient use of human talent toaccomplish organizational goals (Mathis)
The utilization of individuals to achieveorganizational objectives or goals(Mondy)
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Definition of HRM
The planning, organizing, directing and controlling of
the procurement, development, compensation,
integration, maintenance and separation of HR to the
end that individual, organizational and societalobjectives are accomplished (Edwin B. Flippo)
A series of activities which: first enable working
people and the business which use their skills toagree about the objectives and nature of their working
relationships and secondly, ensures that the
agreement is fulfilled (Torrington & Hall)
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HR Functions
Human Resource Planning job analysis,strategic planning
Staffing Recruitment and Selection
Training and Development PMS, Orientation,career planning
Compensation and Benefits
Payroll
Occupational Safety and Health
Industrial Relations
Administration
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The Partnership of Line Managersand HR Department
Responsibilities of HR Manager/Roles
Advice and counsel in house consultant tofellow workers
Administrative role record keeping Operational provide service to line managers in
term of staffing, T&D and other HR activities
Strategic role - Policy formulation andimplementation, reengineering, merger etc
Advocacy listening to employees concern andrepresenting their needs to managers
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The Partnership of Line Managersand HR Department
Competencies of the HR Manager
Business mastery business acumen,customer orientation, external relations
HR mastery staffing, PMS, C&B, T&D,Communication, organization design
Personal credibility trust, courage, livedvalues, personal relationship
Change mastery interpersonal skills,problem solving skills, innovative andcreative
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Historical Development
Began at about 1900s where it primarily dealt
with clerical operation concerned with payroll,
employee record and arranging social visits,
family day and also arranging healthinsurance policy
It was then known as Personnel Department.
During 1960s became concerned with thelegal ramifications of policies & procedures
affecting employees
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Historical Development
During the period of 1990s to date, the
impact of globalization, competition,
mergers and acquisitions forced HR
department to be more concerned withcost, planning and implications of various
HR strategies for organizations and
employee
The term of Human Capital Development
started to surface to reflect the importance
of human in the organization
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Historical Development
The Industrial Revolution (1850s-1920s)
Specialization
Exploitation of workers
Worker alienation
Human Relations Approach (1930s-1950s)
Emphasis on supervisory training
Recreation programs
Welfare programs
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Historical Development
Recent Development (1950s-todate)
More labor legislation
Bigger organization
Workforce diversity
Rapid change
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Challenges of HRM in the newMillennium
Globalization the trend towardsopening up for foreign markets tointernational trade and investment
The impact of globalization on HRM
Corporate social responsibility (CSR)
Embracing New Technology K-workers to hire and develop only
knowledgeable and skill employees
Human resource information system
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Challenges of HRM in the newMillennium
Managing Change Reactive change change that occurs
after external forces have alreadyaffected performance
Proactive change change initiated totake advantage of targeted opportunites
Type of change technology, economy,politic, cultural, demographic etc.
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Challenges of HRM in the newMillennium
Managing Talent or Humancapital
Training and development to developsuperior workers based on knowledge,skills and experience
Managing employees performance
towards achieving organizational goals Recruitment and selection process to
focus on hiring the best i.e. not merelyto fill in the vacancies
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Challenges of HRM in the newMillennium
Responding to the Market TQM a set of principles and practices whose
core ideas include understanding customer
need. Striving for continuous improvement Six sigma a process used to translate
customers needs into a set of optimal tasksthat are performed in concert with one
another. Reengineering fundamental rethinking and
radical redesign business process to improveorganization performance
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Social Issues in HRM
Demographic and EmployeeConcerns Demographic change workforce diversity,
age distribution, gender distribution, risinglevel of education
Cultural changes employee rights, concernfor privacy,
Changing attitude toward work andbalancing work and family
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Criteria for an organization tohave Dedicated HR Department
Topic for Discussion
Ownership of the company
Philosophy of top management
Size of the company
Unionization of the workforce