Functional Aspects of Human Resource

Management

HRM contributions to organizational effectiveness: Helping the organization reach its goals Employing workforce skills and abilities

efficiently Increasing job satisfaction, self-actualization,

and quality of work life

Communicating HRM policies to all employees: HRM policies, programs, and

procedures must be communicated fully and effectively

They must be represented to outsiders

Top-level managers must understand what HRM can offer

Increasing employees’ job satisfaction and self-actualization Employees must feel that the job is right for

their abilities and that they are being treated equitably

Satisfied employees are not automatically more productive However, unsatisfied employees tend to be absent

and quit more often and produce lower-quality work

Both satisfied and dissatisfied employees can perform equally in quantitative terms

Trends that strain employer-employee relationships: Telecommuting Outsourcing HRM Family medical leave Child care Spouse-relocation assistance Pay for skills Benefit cost-sharing Union-management negotiation

HRM contributions to organizational effectiveness (continued): Communicating HRM policies to all employees Maintaining ethical policies and socially

responsible behavior Managing change to the mutual advantage of

individuals, groups, the enterprise, and the public .

Quality of work life (QWL) is a general concept that refers to several aspects of the job, including: Management and supervisory style Freedom and autonomy to make decisions on the

job Satisfactory physical surroundings Job safety Satisfactory working hours Meaningful tasks

The job and work environment should be structured to meet as many workers’ needs as possible