Post on 05-Jan-2016
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Planning
Organizing
Leading Staffing
Controlling
What Is Human Resource Management (HRM)?◦ The policies and practices involved in carrying out
the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
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Acquisition
Training
Appraisal
CompensatingLabor Relations
Health and Safety
Fairness
Human Resource
Management(HRM)
The bottom line of managing: Getting results
HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.
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Line manager◦ A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the organization’s tasks.
Staff manager◦ A manager who assists and advises line
managers.
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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
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Functions ofHR Managers
Line FunctionLine Authority
Implied Authority
Staff FunctionsStaff Authority
InnovatorEmployee Advocacy
Coordinative Function
Functional Authority
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Recruiters
EEO Coordinators
Labor Relations Specialists
Training Specialists
Job Analysts
Compensation Managers
Human Resource
Specialties
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Source: HR MAGAZINE, BNA/Society for Human Resource Management, 2002. Reproduced with permission via Copyright Clearance Center.
Note: Length of bars represents prevalence of activity among all surveyed employers.
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Globalization Trends
Technological Trends
Trends in the Nature of Work
Workforce Demographic Trends
Changes and Trends in Human Resource
Management
Strategic Human Resource Management◦ The organization’s intentions and plans on how
its business goals should be achieved through people. ◦ It is based on three propositions:
First, that human capital is a major source of competitive advantage;
Second, that it is people who implement the strategic plan; and,
Third, that a systematic approach should be adopted to defining where the organization wants to go and how it should get there.
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Employment security Selective hiring Extensive training Self-managed teams/decentralized decision
making Reduced status distinctions Information sharing Contingent (pay-for-performance) rewards Transformational leadership Measurement of management practices Emphasis on high-quality work
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A philosophical and pragmatic approach to the management of human capital.
Focus on the impact of management practices on observable financial and organizational outcomes
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US:
◦ Society for Human Resource Management (SHRM)
Bangladesh;
◦ Bangladesh Institute of Human Resource Management Foundation
Certificate Course on Personnel Management.
Certificate Course on Industrial Relations.
Certificate Course on Organization Conflict.
Certificate Course Consulting.
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