1-1 hrm defined concerns the personnel policies, managerial practices and system that influence the...
TRANSCRIPT
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HRM Defined
Concerns the personnel policies, managerial practices and system that influence the workforce by influencing employees’:
-behavior -attitudes -performance
HRM plays a major role in:•Clarifying an organization’s human resource problems•Developing solutions for them
Two groups normally perform HRM activities:•HR manager-specialists•Operating managers
HRM strategies must reflect the organization’s strategy regarding people, profit, and effectiveness
An investment in people effects organizational effectiveness more than money, materials, or equipment
Management is responsible for maintaining order; leadership is responsible for producing change.
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HRM and Organizational Effectiveness
For a firm to survive and prosper, reasonable goals must be achieved in:PerformanceLegal complianceEmployee satisfactionAbsenteeismTurnoverTraining effectiveness and ROIGrievance ratesAccident rates
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Objectives of the HRM Function
Help the organization reach goals
Employ workforce skills/abilities efficiently
Increase satisfaction, self-actualization, quality of work life
Communicate HRM policies to all employees
Maintain ethical policies, socially responsible behavior
Manage change to the mutual advantage of individuals, groups, the enterprise, and the public
HRM Contributions to Effectiveness
Provide trained, motivated employees
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HRM Activities
Five major domains of HRM
1. Organizational design: the interaction of people, technology and tasks performed in the context of the mission, goals, and strategic plan of the organization.
2. Staffing: recruitment, orientation, selection, promotion and termination.
3. Performance Management & Appraisal: assessments of individual, unit or other aggregated levels of performance to measure, and improve work performance.
4. Employee Training & Organizational Development: establishing, fostering, and maintaining employee skills based on organizational and employee needs.
5. Reward Systems, Benefits, & Compliance: any type of reward or benefits available to employees
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HR Competencies
HR ProfessionalHR Professional
Business Competence
Professional & Technical Knowledge
IntegrationCompetence
Ability to Manage and/or Lead Change
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A Brief History of HRM
Masons, carpenters, leather workers, other craftspeople
EnglishGuilds
Changing work conditions and social patterns
IndustrialRevolution
Scientific management, welfare work, industrial psychologyWorld Wars
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Strategic Importance of HRM
Traditional HRM = focus on specialists
Strategic HRM = all managers are responsible
Responsibility for human resources
Specialists Line managers
Objective Better performance Improved understanding and use of human assets
Role of HRM Respond to needs Lead, inspire, understand
Time focus Short-term results Short, intermediate, long term
Control Rules, policies, position power
Flexible, based on human resources
Culture Bureaucratic, top-down, centralization
Open, participative, empowerment
Major emphasis Following the rules Developing people
Accountability Cost centers Investment in human assets
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Organization of an HR Department
HR specialists are usually located at the headquarters of an organization
Chief HR Executive
Chief HR Executive
Typically reports to the top manager
Typically reports to the top manager
Small/Medium Firms
Small/Medium Firms
NonprofitsNonprofits HRM is typically a unit in the
business office
HRM is typically a unit in the business office
HRM and another function may be in a single department
HRM and another function may be in a single department
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HRM’s Place in Management
To educate others about the HR implications of decisions, HR executives must understand
Investments Advertising
MarketingProduction
IT
R&D
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Changes in the Professional World
• Work in small groups and identify five changes in the professional world in the past 5 to 10 years.
• Identify one positive and one negative implication of each change from an HR perspective.
• Record your changes and select a speaker from your group to present your findings to the large group.