topic-1_overview and intro

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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