Fundamentals of Human Resource Management
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The document discusses the key aspects of human resource management (HRM). It defines HRM as the part of an organization focused on managing employees. The key functions of HRM include staffing through recruitment and selection, training and development, motivation, and employee maintenance. HRM is influenced by factors such as legislation, the strategic environment, labor unions, and management thought. The role of HRM has become more sophisticated over time and requires strategic planning to contribute to the organization's goals.
Fundamentals of Human Resource Management
- 2. Management is the process of efficiently achieving the objectives of the organization with and through people. Management involves setting goals and allocating scarce resources to achieve them.
- 3. ◦ Planning – establishing goals ◦ Organizing – determining what activities need to be done ◦ Leading – assuring the right people are on the job and motivated ◦ Controlling – monitoring activities to be sure goals are met
- 5. HRM is the part of the organization concerned with the “people” dimension. HRM is can be viewed in two ways: a)both a staff or support function that assists line employees. b)a function of every manager’s job. The role of human resource managers has changed. HRM jobs today require a new level of sophistication.
- 6. Governmental Legislation Strategic Environment Labor Unions Management Thought
- 7. Governmental Legislation ◦ Laws supporting employer and employee actions Labor Unions ◦ Act on behalf of their members by negotiating contracts with management ◦ Exist to assist workers ◦ Constrain managers
- 8. HRM Strategic Environment includes: ◦ Globalization ◦ Technology ◦ Work force diversity ◦ Changing skill requirements ◦ Continuous improvement ◦ Work process engineering ◦ Decentralized work sites ◦ Teams ◦ Employee involvement ◦ Ethics
- 9. Management Thought ◦ Management principles, such as those from scientific management or based on the Hawthorne studies influence the practice of HRM. ◦ More recently, continuous improvement programs have had a significant influence on HRM activities.
- 10. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Staffing Training and Development Motivation Maintenance
- 11. Employment planning ◦ ensures that staffing will contribute to the organization’s mission and strategy Job analysis ◦ determining the specific skills, knowledge and abilities needed to be successful in a particular job ◦ defining the essential functions of the job
- 12. Recruitment ◦ the process of attracting a pool of qualified applicants that is representative of all groups in the labor market Selection ◦ the process of assessing who will be successful on the job. ◦ Carefully Choosing the best.
- 13. Activities in HRM concerned with assisting employees to develop up-to- date skills, knowledge, and abilities. Orientation and socialization help employees to adapt. Four phases of training and development ◦ Employee training ◦ Employee development ◦ Organization development ◦ Career development.
- 14. Activities in HRM concerned with helping employees exert at high energy levels. It is a Multifaceted process: ◦ Individual ◦ Managerial ◦ Organizational Function of two factors: ◦ Ability ◦ Willingness Respect
- 15. Managing motivation includes: ◦ Setting performance standards ◦ Establishing effective compensation and benefits programs.
- 16. Activities in HRM concerned with maintaining employees’ commitment and loyalty to the organization. ◦ Health ◦ Safety ◦ Communications ◦ Employee assistance programs Effective communications programs provide for 2-way communication to ensure that employees are well informed and that their voices are heard.