Hrm_ppt_ch. 01.ppt

HUMAN RESOURCE MANAGEMENT CHAPTER 1:

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Gary Dessler

LEARNING OUTCOMES 1. Explain what human resource management is and how it relates to the management process. 2. Show with examples why human resource management is important to all managers. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Outline the plan of this book.

The Management Process Planning

Controlling

Leading

Organizing

Staffing

The Management Process • Planning:  Establishing goals and standards;

• Organizing:  Giving each subordinate a special task;

• Staffing:  Determining what type of people should be hired;

• Leading:  Getting others to get the job done;

• Controlling:  Setting standards such as sales quotas, quality standards or

production levels.

Human Resource Management at Work • What Is Human Resource Management (HRM)?  The process of acquiring, training, appraising, and

compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.

• Organization  People with formally assigned roles who work together to

achieve the organization’s goals.

• Manager  The person responsible for accomplishing the organization’s

goals, and who does so by managing the efforts of the organization’s people.

Human Resource Management Processes Acquisition

Training

Fairness

Health and Safety

Labor Relations

Human Resource Management (HRM)

Appraisal

Compensation

Personnel Aspects of a Manager’s Job • Conducting job analyses • Planning labor needs and recruiting job candidates • Selecting job candidates • Orienting and training new employees • Managing wages and salaries • Providing incentives and benefits • Appraising performance • Communicating • Training and developing managers • Building employee commitment

What a manager should know about: • Equal opportunity and affirmative action • Employee health and safety • Handling grievances and labor relations

Why is Human Resource Management Important to All Managers? • Perhaps it’s easier to answer this by listing some of the personnel mistakes you don’t want to make while managing.

• Hire the wrong person for the job • Experience high turnover • Have your people not doing their best • Waste time with useless interviews • Have your firm in court because of discriminatory actions • Have some employees think their salaries are unfair and inequitable relative to others in the organization • Allow a lack of training to undermine your department’s effectiveness • Commit any unfair labor practices

Line and Staff Aspects of HRM • Line Authority  Gives managers the right (or authority) to issue orders to

other managers or employees.  It creates superior-subordinate relationship.

• Staff Authority  Gives the manager the right to advise other managers or

employees.  It creates an advisory relationship.

Line and Staff Aspects of HRM

Line and Staff Aspects of HRM • Line Manager  Is authorized (has line authority) to direct the work of

subordinates and is responsible for accomplishing the organization’s tasks.

• Staff Manager  Assists and advises line managers.  Has functional authority to coordinate personnel activities

and enforce organization policies.  Human resource managers are usually staff managers.  They assist and advise line managers with recruiting, hiring,

and compensation.  However, line managers still have human resource duties.

Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition

Human Resource Managers’ Duties

Functions of HR Managers

Line Function Line Authority Implied Authority

Coordinative Function Functional Authority

Staff Functions Staff Authority Innovator/Advocacy

Human Resource Managers’ Duties • Line Function  An HR manager directs the activities of the people in the HR

department.

• Coordinative Function  An HR manager coordinates organizational-wide personnel

activities

• Staff Function  An HR manager provides HRM assistance and advice to line

managers.

Human Resource Specialties Recruiter

Labor relations specialist

EEO coordinator Human Resource Specialties Job analyst

Training specialist

Compensation manager

Human Resource Specialties • Recruiters search for qualified job applicants. • Equal employment opportunity (EEO) coordinators investigate and resolve EEO grievances; examine organizational practices for potential violations; and compile and submit EEO reports. • Job analysts collect and examine information about jobs to prepare job descriptions. • Compensation managers develop compensation plans and handle the employee benefits program. • Training specialists plan, organize, and direct training activities. • Labor relations specialists advise management on all aspects of union–management relations.

Trends Shaping Human Resource Management Globalization and Competition Trends Indebtedness (“Leverage”) and Deregulation

Technological Trends

Trends in HR Management Workforce and Demographic Trends

Trends in the Nature of Work Economic Challenges and Trends

FIGURE 1–4

Trends Shaping Human Resource Management

Trends in the Nature of Work

Changes in How We Work

High-Tech Jobs

Service Jobs

Knowledge Work and Human Capital

Managing Ethics • Ethics  Standards that someone uses to decide

what his or her conduct should be

• HRM-related Ethical Issues  Workplace safety  Security of employee records  Employee theft  Affirmative action  Comparable work  Employee privacy rights

FIGURE 1–10 Strategy and the Basic Human Resource Management Process

KEY TERMS organization manager management process human resource management (HRM) authority line authority staff authority line manager staff manager functional authority globalization human capital