Management is defines as the pursuit of

organizational goals efficiently and effectively

by integrating the work of people through
planning, organizing, leading and controlling
the organizations resources.
Note the words efficiently and effectively which
basically means doing things right

1. Facilitating organizational
competitiveness
2. Enhancing productivity and quality
3. Complying with legal and social
obligations
4. Promoting individual growth and
development

Efficiency the means: Efficiency is the

means of attaining the organizations goals. To
be efficient means to use resources, people,
money, raw materials, and the like - -wisely and
cost-effectively

1.) Facilitating Organizational

Competitiveness
-

Effectiveness the ends: Effectiveness is the

organizations ends, the goals. To be effective
means to achieve results, to make the right
decisions and to successfully carry them out so
that they achieve the organizations goals.

This is the most important goal of

modern HRM because it provides the
most value to the organization

HR management must have as one of

its basic goals a clear understanding
of how the organization competes,
and the most appropriate methods for
attracting and developing human
resources

The organization must employ those

individuals most able to help it
accomplish its goals and to remain
competitive.

Good managers are concerned with trying to

achieve both qualities. Often, however,
organizations will erroneously strive for
efficiency without being effective.

HUMAN RESOURCE MANAGEMENT the

process of managing human talent to achieve
an organizations objectives.
Three Ways on How to Make People Act:
Coercion, Motivation and Inspiration
Contemporary Human Resource Management
Perspectives
Human resource of competitive advantage in
an increasingly competitive world

2.) Enhancing productivity and quality

-

Productivity is an economic measure

of efficiency that summarizes and
reflects the value of the outputs
created relative to the value of the
inputs used to create them

Quality is the total set of features and

characteristics of a product or
service that bears on its ability to
satisfy stated or implied needs.

Human resource the people within an

organization
Competitive Advantage the ability of an
organization to produce goods or services
more effectively than its competitors do,
thereby outperforming them

GOALS OF HRM
The human resource function in contemporary
organizations

WHAT IS THE ROLE OF HRM REGARDING

PRODUCTIVITY AND QUALITY?
-

Improving productivity and quality

actually lies heavily on human
resource management. The
organization needs to invest more
in training and development to
give workers the necessary skills and

abilities to create high-quality

products and services
-

It needs to use new and different

types of rewards to help maintain
motivation and effort among its
employees.

3.) Complying with legal and social

obligations
-

It is clearly important that

organizations stay within the relevant
legal boundaries whenever they deal
with their employees.
An organization that does not comply
with government regulations and
various legal constraints risks huge
financial penalties.

RESPONSIBILITIES OF HUMAN RESOURCE

DEVELOPMENT

ANALYSIS AND DESIGN OF WORK

- Work analysis; job design, job
description

RECRUITMENT AND SELECTION

- Recruiting; job postings, interviewing;
testing, coordinating use of temporary
labor

TRAINING AND DEVELOPMENT

- Orientation; skills training, career
development programs

PERFORMANCE MANAGEMENT
- Performance measures, preparation
and administration of performance
appraisals, discipline

COMPENSATION AND BENEFITS

- Wage and salary administration,
incentive pay, insurance, vacation
leave administration, retirement
plans, profit sharing, stock plans

EMPLOYEE RELATIONS
- Attitude surveys, labor relations,
employee handbooks, company
publications, labor law compliance,
relocation and outplacement services

PERSONNEL POLICIES
- Policy creation, policy communication

4.) Promoting Individual Growth and

Development
-

This goal usually includes basic job

related training and development
activities. But in more and more
organizations, it is increasingly going
far beyond basic skills training
Some firms, for example, now offer
basic educational courses in English,
math, and science for their
employees. Many include some
provision for career development
helping people understand what
career opportunities are available to
them and how to pursue those
opportunities. Formal mentoring
programs are also common.
Wellness and fitness programs are
also becoming more common.
Continuing education is personal
financial planning, which may include
assistance in writing a will or
retirement planning.
Some companies provide stress
management programs to help their
employees better cope with the
anxieties and tensions of modern life.

The firm should ensure that

employees are personally fulfilled in
the job by designing jobs that are
more challenging and provide more
personal satisfaction or it may
involve providing employees
opportunities to be more creative at
work.

EMPLOYEE DATA AND INFORMATION

SYSTEM
- Record keeping, HR information
system, workforce analytics
Compliance with laws
- Policies to ensure lawful behavior,
reporting, posting information, safety
inspections, accessibility
accommodations
SUPPORT FOR STRATEGY
- Human resource planning and
forecasting, talent management, law
management

Analyzing and Designing Jobs

To produce their given product or service,
companies require that a number of tasks be
performed, The tasks are grouped in various
combinations to form jobs. The tasks should be
grouped in ways that help the organization
operate efficiently and obtain people with the
right qualifications to do the jobs well. This
function involves the activities of job analysis
and job design

JOB ANALYSIS is the process of getting

detailed information about jobs
JOB DESIGN is the process of defining the
way work will be performed and the tasks that
a given job requires
Jobs can vary from having a narrow range of
simple tasks to having a broad array of
complex tasks requiring multiple skills. AT one
extreme is a worker on an assembly line at a
poultry processing facility
Recruiting and Hiring Employees
Based on job analysis and design, an
organization can determine the kinds of
employee it needs
RECRUITMENT is the process thorough which
the organization seeks applicants for potential
employment
SELECTION refers to the process by which the
organization attempts to identify applicants with
the necessary knowledge, skills, abilities, and
other characteristics that will help the
organization achieve its goals