Hrm - Chap 1 - Intro

8/9/2019 Hrm - Chap 1 - Intro

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HUMAN RESOURCEHUMAN RESOURCEMANAGEMENTMANAGEMENT


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AssessmentAssessmentCourseworkCoursework 50%50% Assignment ( Individual)Assignment ( Individual) 10%10%

Assignment ( Group)Assignment ( Group) 15%15%

ParticipationParticipation 5%5% QuizzesQuizzes 20%20%

( 2 Quizzes/mid term)( 2 Quizzes/mid term)

Final ExamFinal Exam 50%50%


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Course ObjectiveCourse Objective

To understand what is Human ResourceTo understand what is Human Resource

Management (HRM) and its Functions in OrganizationManagement (HRM) and its Functions in Organization

To know the role of HRM in the office operations.To know the role of HRM in the office operations.

To gain knowledge in the changes and development inTo gain knowledge in the changes and development in

managing HR in organization.managing HR in organization.


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Introduction to HumanResource Management

Chapter 1Chapter 1


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IntroductionIntroduction

IMAGINE trying to run a business where youIMAGINE trying to run a business where you

have to REPLACE every employee two or threehave to REPLACE every employee two or three

times a year.times a year.

Isnt chaotic ?Isnt chaotic ?

What are the challenges you face when youWhat are the challenges you face when you

take the job of the regional manager attake the job of the regional manager at

DominosDominos in New Jersey.in New Jersey. (Class Discussion)(Class Discussion)


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In some region, store managers were quittingIn some region, store managers were quitting

after a few months on the jobafter a few months on the job

In other words, new managers constantly hadIn other words, new managers constantly had

to find, hire, and train new workers and relyto find, hire, and train new workers and rely

on inexperienced people to keep customerson inexperienced people to keep customershappy.happy.

Not surprisingly, the stores were failing to meetNot surprisingly, the stores were failing to meet

customers goals .customers goals .

So, what will you do as a manager to buildSo, what will you do as a manager to build

stable team of store managers who in turnstable team of store managers who in turn

could retain employees at their store?could retain employees at their store?


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Rob as a regional manager ofRob as a regional manager ofDominosDominos made his top goal to build amade his top goal to build a

stable team of store managers who in turn could retain employees atstable team of store managers who in turn could retain employees at

their stores.their stores.

He continued to coach his manager, helping them build sales andHe continued to coach his manager, helping them build sales and

motivate their workers through training and patience.motivate their workers through training and patience.

As a result of extensive coaching and opportunities to earn promotionsAs a result of extensive coaching and opportunities to earn promotions

in Dominos, the employee turnover has fallen.in Dominos, the employee turnover has fallen.

In other word the challenges faced by Dominos are importantIn other word the challenges faced by Dominos are important

dimension of HRMdimension of HRM


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HRM is a comprehensive, integratedHRM is a comprehensive, integrated

system/process for effectively and efficientlysystem/process for effectively and efficiently

managing the employee force for the purposemanaging the employee force for the purpose

of achieving original goals as well as employeeof achieving original goals as well as employeeindividual goals.individual goals. (Mondy & Noe, 2005)(Mondy & Noe, 2005)

In simple wordsIn simple words

HRM is the utilization of a firms humanHRM is the utilization of a firms human

resources to achieve organizational objectives.resources to achieve organizational objectives.

What is Human ResourceWhat is Human Resource

Management?Management?


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Welfare ManagersWelfare Managers

Personnel ManagersPersonnel Managers

Human Resource ManagersHuman Resource Managers

Human Capital ManagersHuman Capital Managers

Other titles for HROther titles for HR

ManagersManagers


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INDUSTRIAL REVOLUTIONINDUSTRIAL REVOLUTION

1850s 1920s1850s 1920s

SpecializationSpecialization

Exploitation of workersExploitation of workers

Worker alienationWorker alienation

The Historical BackgroundThe Historical Background

to HRMto HRM


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HUMAN RELATIONS APPROACHHUMAN RELATIONS APPROACH

1930s 1950s1930s 1950s

Emphasis on supervisory trainingEmphasis on supervisory training

Recreations ProgramsRecreations Programs

Welfare ProgramsWelfare Programs


to HRM (to HRM (Cont..)Cont..)


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RECENT DEVELOPMENTRECENT DEVELOPMENT

1950s Till Date1950s Till Date

Increased Labor LegislationsIncreased Labor Legislations

Organization getting biggerOrganization getting bigger

Increasing workforce diversityIncreasing workforce diversity

Rapid ChangesRapid Changes


to HRMto HRM (Cont..)(Cont..)


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Technological ChangesTechnological Changes

Globalization and Increased CompetitionGlobalization and Increased Competition

Employee Education and ExpectationsEmployee Education and Expectations

Workforce DiversityWorkforce Diversity

What Changes areWhat Changes are

affecting HRM?affecting HRM?


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What are the criteria for an organization to have aWhat are the criteria for an organization to have adedicated HRM Departments?dedicated HRM Departments?

The size of the organizationThe size of the organization

Unionization of the workplaceUnionization of the workplace

Ownership of the companyOwnership of the company The Philosophy of the top ManagementThe Philosophy of the top Management

Do all organization haveDo all organization have

HRM Departments?HRM Departments?

NO !


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The Personal Qualities &The Personal Qualities &

Skills required for HRSkills required for HR

Specialist -Specialist -Communication Skills

Ability to bring about change

Ability to understand the business

context

Information technology (IT) savvy

Numerate and able to analyze data

High ethical standards


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A well organized, proactive HR department isA well organized, proactive HR department is

expected to carry out a wide range of functions.expected to carry out a wide range of functions.

They are They are

a)a) StaffingStaffingb)b) Human Resource DevelopmentHuman Resource Development

c)c) Compensation and BenefitCompensation and Benefit

d)d) Safety and HealthSafety and Health

e)e) Employee and Labour RelationsEmployee and Labour Relations

HRM FunctionsHRM Functions


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The process through which an organization ensuresThe process through which an organization ensuresthat it always has proper number of employees withthat it always has proper number of employees with

the appropriate skills in the right jobs at the right timethe appropriate skills in the right jobs at the right time

to achieve the organization's objective.to achieve the organization's objective.

It involves It involves

1.1. Job analysisJob analysis - is the systematic process of determining- is the systematic process of determining

the skills, duties, and knowledge required for performingthe skills, duties, and knowledge required for performing

jobs in an organization.jobs in an organization.

StaffingStaffing


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2.2. Human Resource Planning (HRP)Human Resource Planning (HRP) is the process is the processof comparing HR requirements with their availabilityof comparing HR requirements with their availability

and determining whether the firms has a shortageand determining whether the firms has a shortage

or excess of personnel.or excess of personnel.

3.3. RecruitmentRecruitment is the process of attracting qualified is the process of attracting qualifiedindividuals and encouraging them to apply for workindividuals and encouraging them to apply for work

with the organization.with the organization.

4.4. SelectionSelection is the process through which the is the process through which the

organization chooses, from a group of applicants,organization chooses, from a group of applicants,those individuals best suited both for open positionsthose individuals best suited both for open positions

and for the company.and for the company.

Staffing (Cont..)Staffing (Cont..)


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An HRM function that consists not only of trainingAn HRM function that consists not only of training

and development (T&D) but also individual careerand development (T&D) but also individual career

planning and development activities andplanning and development activities and

performance appraisal.performance appraisal.

1.1. Training is designed to provide learners withTraining is designed to provide learners with

the knowledge and skills needed for their presentthe knowledge and skills needed for their present

jobs.jobs.

Human ResourceHuman Resource

DevelopmentDevelopment


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2. Development involves learning that goes beyond2. Development involves learning that goes beyond

todays job; it has a more long term focus.todays job; it has a more long term focus.

3. Career Planning is an ongoing process whereby3. Career Planning is an ongoing process wherebyan individual sets career goals and identifies thean individual sets career goals and identifies the

means to achieve them.means to achieve them.

4. Career Development is a formal approach used by4. Career Development is a formal approach used bythe organization to ensure that people with properthe organization to ensure that people with proper

qualifications and experiences are available whenqualifications and experiences are available whenneeded.needed.


Development (Ct..)Development (Ct..)


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5. Organization Development is the planned5. Organization Development is the planned

process of improving an organization byprocess of improving an organization by

developing its structures, systems, anddeveloping its structures, systems, and

processes to improve effectiveness andprocesses to improve effectiveness andachieving desired goals.achieving desired goals.

6. Performance appraisal is a formal system of6. Performance appraisal is a formal system of

review and evaluation of individual or team taskreview and evaluation of individual or team task

performance.performance.


Development (Ct..)Development (Ct..)


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Compensation the total of all rewards providedCompensation the total of all rewards providedemployees in return for the services.employees in return for the services.

Benefit additional financial rewards, other thanBenefit additional financial rewards, other thanbase pay, including paid vacation, sick leave,base pay, including paid vacation, sick leave,

holidays and medical insurance.holidays and medical insurance.

C & B are motivators to employeesC & B are motivators to employees Rewards link to individual/ group achievements.Rewards link to individual/ group achievements.

The pay is higher to attract employees among itsThe pay is higher to attract employees among itscompetitors.competitors. C &B must be managed effectively and efficiently.C &B must be managed effectively and efficiently.

Compensation and BenefitCompensation and Benefit

(C & B)(C & B)


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Safety Involves protecting employees fromSafety Involves protecting employees frominjuries caused by work-related accidentsinjuries caused by work-related accidents

Health refers to employees freedom fromHealth refers to employees freedom fromphysical or emotional illness.physical or emotional illness.

Organizing safety programOrganizing safety program

Establishing wellness programEstablishing wellness program Accident investigationAccident investigation

Provision of health servicesProvision of health services

Safety and HealthSafety and Health


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Maintain positive relationship with employeesMaintain positive relationship with employees

Handle certain kind of communication withHandle certain kind of communication with

individual employeesindividual employees Prepare to address with employees problemPrepare to address with employees problem

Maintain communication with unionMaintain communication with union

representative to resolve problems.representative to resolve problems.

Employee and LaborEmployee and Labor

RelationsRelations


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Companys Strategy PlanWhat business are you in?

On what business will you compete?How do you plan to expand?

Conform to ethical standards

And

EEOC and other HR related laws

Develop

Personnel

plans & job

description

Recruit

Candidates

Interview and

Select

employees

Train

employees

based on job

requirements

Appraise

employees

Reward

employees

Strategy and the Basic HRStrategy and the Basic HR

ProcessProcess

Source Dessler & Tan, 2006


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Class DiscussionClass Discussion

How do you MEASURE your CompanysHow do you MEASURE your Companys

Performance?Performance?

Form a Discussion Group.Form a Discussion Group.

Create a Hypothetical Company in which youCreate a Hypothetical Company in which you

are the HR Manager.are the HR Manager.

Explain and Answer the above question.Explain and Answer the above question. Submit at the end of this class PeriodSubmit at the end of this class Period


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What is HRM and how it is related toWhat is HRM and how it is related to

management processmanagement process

Historical background of HRMHistorical background of HRM

What changes are affecting HRMWhat changes are affecting HRM

The personal qualities and skills required forThe personal qualities and skills required for

HRM specialistHRM specialist

HRM FunctionsHRM Functions Strategy and the Basic HR ProcessStrategy and the Basic HR Process

Topic s we covered lastTopic s we covered last

weekweek

Hrm - Chap 1 - Intro

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