fundamental of shrm

8/11/2019 Fundamental of SHRM

1/18

[email protected]

Chapter 2

Fundamentals ofStrategic HRM


2/18


3/18

[email protected]

The HRM Functions

HRM has four basic functions:

In other words, hiring people, preparing them, stimulatingthem, and keeping them.

staffing

training anddevelopment

motivation

maintenance


4/18

[email protected]

The HRM Functions

Staffing has fostered the most change in HR departmentsduring the past 30 years.

staffing

strategic human resource planning: match prospects skills tothe companys strategy needs

recruiting: use accurate job descriptions to obtain anappropriate pool of applicants

selection: thin out pool of applicants to find the best choice


5/18

[email protected]

The HRM Functions

The goal is to have competent, adapted employees.

training and development

orientation: teach the rules, regulations, goals, and culture of thecompany

employee training: help employees acquire better skills for the job

employee development: prepare employee for future position(s) in thecompany

organizational development: help employees adapt to the companyschanging strategic directions

career development: provide necessary information and assessmentin helping employees realize career goals


6/18

[email protected]

The HRM Functions

motivation

theories and job design: environment and well-constructed jobsfactor heavily in employee performance

performance appraisals: standards for each employee; must providefeedback

rewards and compensation: must be link between compensation andperformance

employee benefits: should coordinate with a pay-for-performanceplan


7/[email protected]

The HRM Functions

Job loyalty has declined over the past decade.

maintenance

safety and health: caring for employees well -being has a bigeffect on their commitment

communications and employee relations: keep employeeswell-informed of company doings, and provide a means ofventing frustrations


8/[email protected]

External Influences on HRM

managementthought

labor

unions

laws andregulationsHRM

dynamicenvironment

External influences affect HRM functions.


9/[email protected]


dynamicenvironment

The only constant in life is change.

globalization decentralized work sitestechnology

teams

workforce diversity

employee involvement

ethicschanging skill requirements

continuous improvement


10/[email protected]


laws andregulations

legislation has an enormous effect on HRM

laws protect employee rights to union representation, fairwages, family medical leave, and freedom from discriminationbased on conditions unrelated to job performance

The U.S. Equal Employment Opportunity Commissionwww.eeoc.gov enforces federal laws on civil rights at work.
http://www.eeoc.gov/http://www.eeoc.gov/


11/18




managementthought

Frederick Taylor developed principles to enhance worker productivity

Hugo Munsterberg devised improvements to worker testing, training,evaluations, and efficiency

Mary Parker Follet advocated people-oriented organizations

Elton Mayos Hawthorne Studies : dynamics of informal work groupshave a bigger effect on worker performance than do wage incentives

The Hawthorne Studies gave rise to the human relations movement:benefits, healthy work conditions, concern for employee well-being.



Structure of the HR Department

employment

training anddevelopment

compensation /benefits

employeerelations

There are four areas in a typical nonunion HRdepartment:

Many HR departments also offer services such as operating thecompanys credit union, making child -care arrangements,

providing security, or running in-house medical or food services.



Structure of the HR Department

promotes staffing activities, recruits newemployees, but does not make hiring decision

helps workers adapt to change in the companys

external and internal environments

pays employees and administers their benefitspackage

ensures open communication within the company byfostering top management commitment, upward andaccurate communication, feedback, and effectiveinformation sources

compensation/benefits

employeerelations

training and

development

employment



Careers in HR

HR positions include: assistants who support other HR professionals

generalists who provide service in all four HR functions

specialists who work in one of the four HR functions

executives who report to top management and coordinate HRfunctions to organizational strategy

Interpersonal communication skills and ambition are twofactors that HR professionals say advance their careers.



Careers in HR

Organizations that spend money for quality HRprograms perform better than those that dont. (HCI study)

Quality programs:reward productive workoffer a flexible, work-friendly environmentproperly recruit and retain quality employeesprovide effective communications

Make sure HR services match the overallorganizational strategy .



HR Trends and Opportunities

more than half of all companies outsource all or someparts of their HR functions

professional employer organizations (PEO) help small- to

medium-size companies attract stronger candidates andhandle new laws in HR

shared services allow organizations with several divisionsor locations to consolidate some HR functions into one

central location while retaining certain functions in divisionallocations


18/18suman boston@gmail com

Match the Fours

Four major HR positions

Four HR departmentareas

Four quality programs

Four HRM functions

Four external influenceson HRM

staffing, training, motivation, maintenance

environment, laws, labor unions, managementthought

employment, training, compensation,employee relations

assistants, generalists, specialists, executives

reward productive workoffer a flexible, work-friendly environmentproperly recruit and retain quality employeesprovide effective communications

fundamental of shrm

Documents