what is human resources management?

TÜRKİYE'DE YÖNETİM DANIŞMANLIĞI

WHAT IS HUMAN RESOURCES

MANAGEMENT?PREPARED BY BLOGGER:

TÜRKİYE’DE YÖNETİM DANIŞMANLIĞI

(MANAGEMENT CONSULTANCY IN TURKEY)


HUMAN RESOURCES CONCEPT AND DEFINITION



When we are trying to achieve organizational goals, what kind of resources do we need? Money, machine, human resources etc?What do you think Which one of these resources is most important? Is it possible to achieve organizational goals if we have all these resources together? What is the secret?These resources can be divided into 2 groups: tangible assets and intangible assetsHuman resources is related with «intangible assets» or «intelectual capital»



Intangible assets

(ıntellectual capital)

Substructure of company

Human resources

Customers network

Tangible assets



Human Resources is basically all people who are working in an organizationThis organization can be a public or private, for profit or non profit organizationGenerally we use «Human Resources Management» concept for private and for profit organizations or companies.Based on this definition, we can say, «all managers (lower, middle and senior), technical staff, consultants, full-time or part-time employees, workers and civil servants and other staff» are our Human Resources


MANAGEMENT PYRAMID

SENIOR

MANAGEMEN

Tbusine

ss owners

, manag

ing directo

rs, genera

l manag

ers and

deputy directo

rs

MIDDLE LEVEL MANAGEMENT department managers and

deputy directors

LOWER LEVEL MANAGEMENT section chiefs, foremen and supervisors


HUMAN RESOURCE MANAGEMENT VS. PERSONNEL MANAGEMENT

Is there any difference between Personnel Management and Human Resources Management?For a long time «Personnel Management» term has been used to explain these functions such as «personnel selection, training , wage and salary payments etc».However, these functions were performed without regarding as to «relationships between these functions»


HUMAN RESOURCE MANAGEMENT VS. PERSONNEL MANAGEMENT

PERSONNEL MANAGEMENT

Narrow perspective

HUMAN RESOURCES

MANAGEMENTwide

perspective


WHAT DO HUMAN RESOURCE MANAGEMENT? Traditional functions: tasks such as recruitment of employees , contract termination , wages and salaries, labor relations

Modern functions, for example,introduce new technologies to the organization,re-design works,Career planning and arrangements for human resources,help to realize the objectives of the organization (strategic function)train and develop future managers


HISTORY OF HUMAN RESOURCES MANAGEMENT «Human Resources Management» concept was used for the first time in 1817 by Springer, a famous economist.

Actual development in management area took place with F.W. Taylor, Henry Fayol and Max Weber’s contributions (Classic Management Theory).


FREDERICK WINSLOW TAYLOR

(March 20, 1856 – March 21, 1915) was an American mechanical engineer who sought to improve industrial efficiency.

Taylor was one of the first management consultants

Taylor summed up his efficiency techniques in his 1911 book «The Principles of Scientific Management».


COMPARISON BETWEEN PERSONNEL MANAGEMENT AND HUMAN RESOURCES MANAGEMENTPERSONNEL MANAGEMENTPartial ApproachBusiness OrientedStatic StructureEmployee as a cost element Patterns and rulesShort-term and domestic planningPeople at working place

HUMAN RESOURCES MANAGEMENT

Holistic Approach People Oriented Dynamic Structure Employee as the most important source

Agency mission, culture and values Long -term and strategic planning People who direct job


EVENTS CONTRIBUTING TO THE DEVELOPMENT OF HRM PRACTICESFactory systemMass production systemIndustrial / organizational psychology 's contributionsHawthorne researchHuman relations movementContribution of behavioral scienceThe increase in regulationsIncreasing specialization in Human Resources function


INDUSTRIAL REVOLUTION AND HRM The first official HRM practices appeared and began to develop as a result of

the Industrial Revolution. Factories began to need a large number of employees who can use the machine requires a certain level of expertise skills.

Because of this situation, factory owners needed to people who can train employees (first human resource managers)


Many business organizations of this period was in the form of bureaucratic organizations. From 1911 until 1930, the Human Resources practices, was carried out by " the personnel department »1911-Scientific Management Theory (F.W. Taylor)identify employees with the appropriate skills,pay incentive fees for increased productivity,give employees rest breaks,determine the best method of performing work

1930-1970 companies started to pay attention: Employees participation in decision-making, Relationship between job satisfaction and participation in decision-making, Absenteeism of employees, Employee turnover, Unionization efforts


COMPARISON BETWEEN X AND Y THEORIES ABOUT EMPLOYEES


HAWTHORNE STUDIESThe Hawthorne studies, which were conducted by Elton Mayo and Fritz Roethlisberger in the 1920s with the workers at the Hawthorne plant of the Western Electric Company, were part of an emphasis on socio-psychological aspects of human behavior in organizations.Hawthorne researchers hypothesized that choosing one's own coworkers, working as a group, being treated as special (as evidenced by working in a separate room),

having a sympathetic supervisor were reasons for increases in worker productivity.The Hawthorne studies found that monetary incentives and good working conditions are generally less important in improving employee productivity than meeting employees' need and desire to belong to a group and be included in decision making and work.


HAWTHORNE STUDIES


MILITARY PSYCHOLOGY AND INDUSTRIAL PSYHOLOGYIn both the First and Second World Wars, the British government enlisted the help of thousands of psychologists to perform research, testing, and experimentation to determine the selection, placement, and training of its soldiers. At the time of the Second World War, there was also a growing recognition of the cultural influences on man and how they may determine individual motivationsMany psychologists claim that World War 2 was most responsible for the emergence of social and cultural psychology as legitimate areas of science. When the psychological warfare campaign began, governments began to actively recruit psychologists to take part in planning and testing, and a new style of systematic field research emerged.While Hitler openly and enthusiastically engaged psychologists in his war effort, the British were less inclined less inclined to admit that they too were using such "illegitimate" techniques for their own campaign. After war times, these tests were started to use recruitment and selection by companies


AS A RESULT OF ALL THESE DEVELOPMENTS PERSONNEL MANAGEMENT DEPARTMENT’S RESPONSILITIES EXTENDED BEYOND TO ADMINISTRATIVE ROLE (STRATEGIC HRM)


TODAY WHY WE NEED HUMAN RESOURCES MANAGEMENT?Globalization and increasing competition To be creativeTo have a future visionTo follow technological developmentsTo reduce input costs


HUMAN RESOURCES MANAGEMENT FUNCTIONS


TYPES OF AUTHORITY WHAT IS THE AUTHORITY TYPE OF HRM? 3 main types of authority can exist within an organization:

Line AuthorityStaff AuthorityFunctional Authority Each type exists only to enable individuals to carry out the different types of responsibilities with which they have been charged.


LINE AUTHORITY

The most fundamental authority within an organization, reflects existing superior-subordinate relationships. It consists of the right to make decisions and to give order concerning the production,sales or finance related behaviour of subordinates.People directly responsible for these areas within the organization are delegated line authority to assist them in performing their obligatory activities.


STAFF AUTHORITY Staff authority consists of the right to advise or assist those who possess line authority as well as other staff personnel.

Staff authority enables those responsible for improving the effectiveness of line personnel to perform their required tasks.

Harold Stieglitz has pinpointed 3 roles that staff personnel typically perform to assist line personnel:

The Advisory or Counseling Role : In this role, staff personnel use their professional expertise to solve organizational problems.

The Service Role : Staff personnel in this role provide services that can more efficiently and effectively be provided by a single centralized staff group than by many individuals scattered throughout the organization.

The Control Role : Staff personnel help establish a mechanism for evaluating the effectiveness of organizational plans.


FUNCTIONAL AUTHORITY

Functional authority consists of the right to give orders within a segment of the organization in which this right is normally non existent.This authority is usually assigned to individuals to complement the line or staff authority they already possess.It generally covers only specific task areas and is operational only for designated amounts of time. It is given to individuals who, in order to meet responsibilities in their own areas, must be able to exercise some control over organization members in other areas.


HRM (SMALL SCALE)Owner/ manage

rProduction

manager

Sales manage

r

Office manage

rPersonnel

assistant

accountant


HRM (BIG COMPANY)


REFERENCES Prof. Dr. M. Şerif ŞİMŞEK ve Doç. Dr. H. Serdar ÖGE, İnsan Kaynakları Yönetimi, 5. Baskı, Eğitim Yayınevi, Eylül-2012, Konya.

Prof. Dr. Dursun BİNGÖL, İnsan Kaynakları Yönetimi, 7. Baskı, Beta Yayınları, Eylül-2010, İstanbul.