human resources slides chapter 2

7/24/2019 Human Resources slides chapter 2

1/19

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

Chapter 2

HRM Functions and

Strategy


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Importance of HRM

HRMhas a dual nature:.

Strategic HRM provides a clear connection between the

organizations goals and the activities of employees.

supports the

organizations strateg!

represents and ad"ocates

for the emplo!ees


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The HRM Functions

HRMhas four basic functions:

In other words, hiring people, preparing them, stimulating

them, and keeping them

staffing

training and

de"elopmentmoti"ation

maintenance


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The HRM Functions

Staffing has fostered the most change in HR departments

during the past !" years

staffing

strategic human resource planning# match prospects s$ills to

the compan!s strateg! needs

recruiting# use accurate %ob descriptions to obtain an

appropriate pool of applicants

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


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The HRM Functions

#he goal is to have competent, adapted employees

training andde"elopment

orientation# teach the rules, regulations, goals, and culture of the

compan!

emplo!ee training# help emplo!ees ac&uire better s$ills for the %ob

emplo!ee de"elopment# prepare emplo!ee for future position's( in the

compan!

organizational de"elopment# help emplo!ees adapt to the compan!s

changing strategic directionscareer de"elopment# pro"ide necessar! information and assessment

in helping emplo!ees realize career goals


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The HRM Functions

moti"ation

theories and %ob design# en"ironment and )ell*constructed %obs

factor hea"il! in emplo!ee performance

performance appraisals# standards for each emplo!ee+ must pro"idefeedbac$

re)ards and compensation# must be lin$ bet)een compensation and

performance

emplo!ee benefits# should coordinate )ith a pa!*for*performanceplan

ideo: Robin Sieger: The Truth !bout Moti"ation


7/19Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

The HRM Functions

$ob loyalty has declined over the past decade

maintenance

safet! and health# caring for emplo!ees )ell*being has a big

effect on their commitment

communications and emplo!ee relations# $eep emplo!ees

)ell*informed of compan! doings, and pro"ide a means of

"enting frustrations



#$ternal Influences on HRM

managementthought

labor

unions

la)s andregulationsHRM

d!namic

en"ironment

%&ternal influences affect HRM functions




d!namicen"ironment

'#he only constant in life is change(

globalization decentralized )or$ sites

technolog!

teams

)or$force di"ersit!

emplo!ee in"ol"ement

ethicschanging s$ill re&uirements

continuous impro"ement




la)s andregulations

legislation has an enormous effect on HRM

la)s protect emplo!ee rights to union representation, fair

)ages, famil! medical lea"e, and freedom from discrimination

based on conditions unrelated to %ob performance

he -.. &ual mplo!ment pportunit! Commission

))).eeoc.go"enforces federal la)s on ci"il rights at )or$.
http://www.eeoc.gov/http://www.eeoc.gov/




labor unions

assist )or$ers in dealing )ith compan! management

negotiate )ages, hours, and other terms of emplo!ment

promote and foster a grie"ance procedure bet)een )or$ers

and management

)hen a union is present, employers can not fire workers for

un*ustified reasons




managementthought

Frederic% Taylorde"eloped principles to enhance )or$er producti"it!

Hugo Munsterbergde"ised impro"ements to )or$er testing, training,

e"aluations, and efficienc!

Mary &ar%er Folletad"ocated people*oriented organizations

#lton Mayo's Ha(thorne Studies# d!namics of informal )or$ groups

ha"e a bigger effect on )or$er performance than do )age incenti"es

#he Hawthorne Studies gave rise to the human relations movement+

benefits, healthy work conditions, concern for employee wellbeing



Structure of the HR )epartment

emplo!ment

training and

de"elopment

compensation /

benefits

emplo!ee

relations

here are four areas in a t!pical nonunion HRdepartment#

Many HR departments also offer services such as operating the

companys credit union, making childcare arrangements,

providing security, or running inhouse medical or food services



Structure of the HR )epartment

promotes staffing acti"ities, recruits ne)emplo!ees, but does not ma$e hiring decision

helps )or$ers adapt to change in the compan!s

eternal and internal en"ironments

pa!s emplo!ees and administers their benefits

pac$age

ensures open communication )ithin the compan! b!

fostering top management commitment, up)ard and

accurate communication, feedbac$, and effecti"e

information sources

compensation/

benefits

emplo!ee

relations

training and

de"elopment

emplo!ment



Careers in HR

HR positions include:

assistants )ho support other HR professionals

generalists )ho pro"ide ser"ice in all four HR functions

specialists )ho )or$ in one of the four HR functions

eecuti"es )ho report to top management and coordinate HR

functions to organizational strateg!

Interpersonal communication skills and ambition are two

factors that HR professionals say advance their careers



Careers in HR

*rgani+ations that spend money for ,uality HRprograms perform better than those that don't.

-HCI study

2ualit! programs#re)ard producti"e )or$offer a fleible, )or$*friendl! en"ironmentproperl! recruit and retain &ualit! emplo!eespro"ide effecti"e communications

Make sure HR services match the overall

organizational strategy.



HR Trends and *pportunities

more than half of all companies outsourceall or some

parts of their HR functions

professional employer organizations'3( help small* to

medium*size companies attract stronger candidates andhandle ne) la)s in HR

shared servicesallo) organizations )ith se"eral di"isions

or locations to consolidate some HR functions into one

central location )hile retaining certain functions in di"isionallocations



#ntrepreneurial/ 0lobal/ #thical HR

HR managers in small businesses perform the same

functions of those in larger businesses, but on a smaller

scale

international HRM is "er! in"ol"ed and costl!

recent corporate scandals and resulting legislation '4(

ha"e spurred the 5corporate ethicist / ombuds6 position

ee ))).ombudsassociation.orgfor info on the profession.
http://www.ombudsassociation.org/http://www.ombudsassociation.org/


19/19Fundamentals of Human Resource Management 10/e DeCenzo/Robbins

Match the Fours

Four ma%or HR positions

Four HR department

areas

Four &ualit! programs

Four HRM functions

Four eternal influences

on HRM

staffing, training, moti"ation, maintenance

en"ironment, la)s, labor unions, management

thought

emplo!ment, training, compensation,emplo!ee relations

assistants, generalists, specialists, eecuti"es

re)ard producti"e )or$offer a fleible, )or$*friendl! en"ironment

properl! recruit and retain &ualit! emplo!ees

pro"ide effecti"e communications

human resources slides chapter 2

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