Professional Documents
Culture Documents
12th Edition
Chapter 1
Introduction to Human Resource Management
Part 1 Introduction
GARY DESSLER
and individual goals The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
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Manager
The person responsible for accomplishing the organizations
goals, and who does so by managing the efforts of the organizations people.
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Controlling
Organizing
Leading
Staffing
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Fairness
Human Resource Management (HRM)
Training
Appraisal
Labor Relations
Compensation
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Personnel Mistakes
Hire the wrong person for the job. Experience high turnover. Have your people not doing their best. Waste time with useless interviews. Have your firm in court because of discriminatory actions. Have your firm cited by Occupational Safety Laws for unsafe practices and accidents. Have some employees think their salaries are unfair and inequitable relative to others in the organization. Allow a lack of training to undermine your departments effectiveness. Commit any unfair labor practices.
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Basic HR Concepts
The bottom line of managing:
Getting results
HR creates value by engaging in activities that produce the employee behaviors that the organization needs to achieve its strategic goals.
Looking ahead: Using evidence-based HRM to measure the value of HR activities in achieving those goals.
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orders.
Line authority
The authority exerted by an HR manager by directing the
activities of the people in his or her own department and in service areas.
Staff Authority
Staff Authority gives the manager right (authority) to advise
Functional Authority
The authority exerted by and HR Manager as coordinator of
personnel activities.
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Staff Manager
Assists and advises line managers. Has functional authority to
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Functions of HR Managers
Coordinative Function
Functional Authority
Line Function
Line Authority
Staff Functions
Staff Authority Assist & Advise
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Training specialist
EEO coordinator
Job analyst
Compensation manager
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Transactional HR group
Corporate HR group
Embedded HR unit
Centers of Expertise
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Corporate HR
HR may be at plant level or may be restricted/ responsible at particular location only. Corporate HR is the person who is working at corporate level & handling centralized HR activity and assist top management in developing long-term strategic plans.
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and production, to provide the localized human resource management assistance and department needs.
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Technological Trends
Trends in HR Management
Trends in the Nature of Work Workforce and Demographic Trends Economic Challenges and Trends
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FIGURE 14
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FIGURE 15
Employment Exodus: Percent of employers who said they planned as of 2008 to offshore a number of these jobs
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High-Tech Jobs
Service Jobs
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Strategic HRM
Evidence-Based HRM
Managing Ethics
HR Certification
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Evidence-Based HRM
Providing Evidence for HRM Decision Making
Actual measurements
Existing data
Research studies
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Managing Ethics
Ethics
Standards that someone uses to decide
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HR Certification
HR is becoming more professionalized. Society for Human Resource Management (SHRM)
SHRMs Human Resource Certification Institute (HRCI)
SPHR (Senior Professional in HR) certificate GPHR (Global Professional in HR) certificate PHR (Professional in HR) certificate
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Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services.
The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms.
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KEY TERMS
organization manager management process human resource management (HRM) authority line authority staff authority line manager staff manager functional authority globalization human capital
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