Australian Human Resources Management

by Seward and Dein

This is the textbook for your course. This textbook can be purchased from your campus bookshop.
ISBN 0074713302

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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CHAPTER 1 Human Resource Management: Past, Present and Future

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Learning Outcomes

Define management The relationship between HRM and management Formal and informal organisation structures The relationship between HRM and organisational structures The role of management theories in HRM development
(cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Learning Outcomes (cont.)

Key objectives of HRM The evolution of HRM roles Professionalism and HRM The role of HRM as a business partner Ethics and social responsibility in HRM

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Human Resource Management

HRM is concerned with the management of the employment relationship within an organisation for the purpose of enhancing the organisations objectives and goals.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Purposes of HRM
HRM is concerned with the management of the employment relationship, not the management of people. HRM is goal oriented. The objectives of HRM should align with organisational objectives at a strategic level.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Employment Relationship Phases

The acquisition phase The maintenance phase The termination phase The research and development phase

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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The Acquisition Phase

Occurs when an employee or contractor is recruited, undergoes a selection process and, having accepted an offer of employment, is inducted into the organisation.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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The Maintenance Phase

During an employees term of employment, considerations relating to compensation, appraisal of performance and training and development are of primary importance in retention strategies.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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The Termination Phase

The termination phase occurs when the contract of employment ends. Termination may involve dismissals, redundancies, resignations and preand post-retirement counselling.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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The Research and Development Phase

Involves analysis of past practices and the development of future organisational practices when managing the employment relationship. Specific considerations during this phase may include recruitment, selection and retention strategies and management of the termination process.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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What is an Organisation?

An organisation may be defined as a body consisting of two or more persons with specific goals and outcomes.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Common Features of Organisations

Objectives Formal and informal structures

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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What are objectives?

Objectives may be defined as goals or purposes. They are set to provide a mechanism for achieving targets or goals.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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The Purpose of Objectives

For an organisation to exist, there need to be central goals. These goals are translated into objectives. An organisation requires people to participate in a common effort to achieve objectives.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Organisational Structures

A feature of all organisations is their structure. Structure is necessary to enable organisations to develop connections between the work required to be completed and individual responsibilities.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Formal Organisation Structures

Formal organisation structures may be defined by: organisation charts that show the main areas of authority and reporting relationships procedures and practices manuals job descriptions and policy statements

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Informal Organisation Structures

Informal relationships develop spontaneously in an organisation as individuals interact with one another. Employees communicate through both formal and informal structures.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Social Hierarchy and Status Symbols

The social hierarchy is the interconnection of human relationships in society. This hierarchy is accompanied by a status system. Symbols of status serve as important components of the system of rewards that are used to motivate employees within an organisation.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Organisational Culture

The concept of culture includes beliefs, attitudes and values. Within an organisation, culture may include the way employers treat their employees (for example, in times of family crisis); breaches of internal operating practices; or the general education and experiences of managers, and how these affect their views of leadership and career planning.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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What is Management?

Within each organisation, there are people who are commonly called managers or who are deemed to be part of the management structure. Managers are people who achieve outcomes through other people.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Staff Managers

These managers are people that provide advice within an organisation. Staff managers advise, counsel and assist line managers. Staff managers advise on the most effective and efficient means of processing work to achieve organisational goals.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Line Managers

Line managers are managers who direct work within an organisation. Line managers are responsible for the achievement of identified goals within the organisation. This type of manager decides the work to be done and allocates and supervises that work to ensure its completion.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Functions of Management

Planning Organising Leading Controlling

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Planning

Planning involves the general management activities of research and analysis of the world outside and within the organisation itself. It includes forecasting, setting objectives, budgeting, scheduling, and establishing procedures and allocation of resources.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Organising

Organising involves grouping activities into a logical design and assigning activities to specific positions and people. It requires human resource managers to design organisational positions (jobs) using such techniques as job analysis and writing job descriptions.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Leading

Leading involves establishing direction or guidance. Human resource managers are directly involved by establishing policies, principles and procedures to recruit, induct and train employees on an ongoing basis.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Controlling

Control by human resource managers occurs at two levels: establishment of performance standards measurement of deviations from performance standards and taking corrective action to achieve required standards
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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HRM Responsibilities

Advice: staff selection, development and management of legal regulations Service: recruitment and training Execution: negotiation, advocacy and employee counselling Coordination: succession planning, remuneration and compensation payments Auditing: employee appraisal, position evaluations and salary administration
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Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

The Development of Management Theories

Throughout history, a variety of different management theories have emerged. A management theory is a set of principles on which an activity is based. Management theories provide a useful framework for understanding the development and evolution of HRM.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Approaches Used by Management Theorists

Scientific management: use of scientific methods to define the one best way for a job to be done. Administrative: theories on which tasks managers should perform and how they should perform them in order to be good managers. Behavioural: people (workers) and their behaviour were viewed as factors that could affect the way managers managed and structured the organisation. (cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Approaches used by management theorists (cont.)

Systems approach: theories on how the interrelationship and interdependent parts of the organisation contribute to its overall success. Contingency approach: situation variables and if then outcomes. Other theories: theories that do not yet stand on their own, generally because they are new and largely untested.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Development of HRM in Australia

The formal management of HRM in Australia has a history of less than 100 years. Thirty years ago, HRM as a separate and distinct organisational function was largely unknown. Today, almost every organisation of significant size has a separate, identifiable human resources department. (cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Development of HRM in Australia

Federal and state laws in Australia are designed to regulate the employment relationship. Governments intervene by enacting legislation that restricts and regulates the behaviour of employees and employers within their contractual relationship.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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HRM in Australia today

Businesses today face increasing pressures due to globalisation, technology and a range of internal and external factors. The challenge for HRM is to provide a business partnering service by assisting the organisation to achieve both strategic and operational goals and objectives.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Factors in HRM Transformation

Transformation in HRM is occurring today due to the following: The HR function is becoming increasingly complex in terms of tasks and job role requirements due to international factors and technology. Organisations today are undergoing major changes at a rapid pace. The HR function needs to be responsive to these changing needs.
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Ethics and Social Responsibility

Ethics is the science of human moral behaviour. Ethical theories attempt to bring order into thinking by advising people which of their conflicting ideas should be applied to what they do, and which should not.
(cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Ethics and Social Responsibility (cont.)

The dilemma that arises for organisations is that many decisions that are made in a business have competing consequences and are not easy to resolve in a fair or truthful manner. Have you ever been in a situation where you were unable to divulge information that affected yourself and/or others?
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Chapter 1 Summary
Human resource management is about the management of a relationship. Contractual relationships exist between employer and employee and they need to be managed effectively. The employment relationship has three phases: acquisition, maintenance and termination.

(cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Chapter 1 Summary (cont.)

All organisations have FORMAL and INFORMAL structures. Some organisational structures are built on hierarchy, status and official titles, while others are reasonably flat and non-departmentalised.

(cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Chapter 1 Summary (cont.)

All forms of management have four essential elements: planning, leading, organising and controlling. The development of management theory has included the scientific management stage, the behavioural stage and the contingency stage.

(cont.)
Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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Chapter 1 Summary (cont.)

The Australian Human Resources Institute (AHRI) represents professional human resource managers in Australia. Ethics and corporate social responsibility are the concern of both the employer and employee. The need to apply sound ethical principles to decision making is a constant challenge for all organisational members.

Copyright 2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle Travers

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