Management of Human Resources

MGM 411
By: Dr Hassan Al-Dhaafri
Hassan.aldhaafri@skylineuniversity.ac.ae

Chapter 1
 Human
Resource
Management:
A Strategic
Function

Chapter 1

McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
Let’s Brainstorm

• What is HRM?

• Key words – you know of the HR Department!

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Let’s start!

Diff between HR and PM:

http://www.youtube.com/watch?v=6WHAArzNkng

Steve Jobs on Managing people:

http://www.youtube.com/watch?v=f60dheI4ARg

The journey of HR:

http://www.youtube.com/watch?v=RpHX03q_3UI

HR Trends for 2018

https://www.youtube.com/watch?v=HdpUD9V81vY

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 Human Resource Management

• Human Resource Management

• Activities designed to provide for and coordinate the human resources of an
organization
• Traditionally referred to as personnel administration or personnel
management

Have you heard

of Personnel
Management?

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Human Resource Functions

1. Human resource planning, recruitment, and selection

2. Human resource development
3. Compensation and benefits
4. Safety and health
5. Employee and labor relations
6. Human resource research

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Activities of the Major Human Resource
Functions

Table 1.1

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Who Performs the Human Resource
Functions?
1. Operating manager
• Person who manages people directly involved with the production of an
organization's products or services
• Production manager in a manufacturing plant, loan manager in a bank

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Examples of Types of Assistance Provided
by Human Resource Departments

Table 1.2

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Three Types of Assistance Provided by Human
Resource Department

Figure 1.1
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Challenges For Today's Human Resource
Managers
1. Diversity in the workforce
2. Result of changes in government requirements
3. Organizational structures
4. Technology
5. Management approaches

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1. Diversity in Workforce
• Between years 2004-2018:
• Almost half the new entrants will be women
• White, non-Hispanic males will comprise fewer than one-third of new labor
force entrants
• Average age of employees will climb to 42.3

Increasing globalization of many companies

• Defining diversity in global terms
• Looking at all people and everything that makes
them different from one another, as well
as the things that make them similar
• Values, habits, and customs

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Key Human Resource Related
Challenges Facing global Companies
• Cultural differences
• Compliance with data-privacy regulations
• Varying economic conditions across countries
• Time zone differences
• Legal environment
• International compliance

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Challenges and Contributions of Diversity

• Organizations must get away from fitting employees into a single

corporate mold
• Must create new human resource policies to explicitly recognize and respond
to unique needs of individual employees
• Communication problems that arise will necessitate additional
training in written and spoken language skills

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2. Regulatory Changes

Organizations face new regulations routinely issued in areas of:

• Safety and health
• Equal employment opportunity
• Pension reform
• Quality of work life

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3. Structural Changes to Organizations
1. Downsizing
• Laying off large members of
managerial and other employees
3. Rightsizing
• Continuous and proactive
assessment of mission-critical
work and its staffing requirements
2. Outsourcing
• Subcontracting work to an
outside company that specializes
in that particular type of work
4. Reengineering
• Fundamental rethinking and
radical redesign of business
processes to achieve dramatic
improvements in cost, quality,
services, and speed
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4. Technological and Managerial Changes
within Organizations
1. Computerized information systems are now being
used to maintain easily accessible employee data
that are valuable in job placement and labor
utilization

• Also being used in employee training, succession

planning, and compensation management, and to
track and report affirmative action activity

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Technological and Managerial Changes within
Organizations
• Many organizations have implemented Web-based human resource
systems that allow employees to complete many HR-related tasks
online.
• Referred to as electronic human resources (eHR)

• You may read: http://www.hrpayrollsystems.net/hris/

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Advantages of eHR

Employee convenience
Immediate response
Increased accuracy
Reduced costs

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Technological and Managerial Changes within
Organizations
2. Telecommuting
• Working at home by using an electronic linkup with a central office
• Applicable to employees in home country or on different continents

3. Empowerment
• Form of decentralization that involves giving subordinates substantial
authority to make decisions

4. Self-managed work teams

• Groups of peers that are responsible for a particular task or area

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Human Resource Management In the Future

1. Human resource managers must be integrally involved in

organization's strategic and policy-making activities

2. Human resource managers need to:

└Overcome negative impressions and biases sometimes associated with this
field
└Become well-rounded businesspeople
└Understand business complexities and strategies

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Human Resource Management In the Future

3. Becoming more familiar with the business:

• Know the company strategy and business plan
• Know the industry
• Support business needs
• Spend more time with the line people
• Keep your hand on the pulse of the organization
• Learn to calculate costs and solutions in hard
numbers

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Weekly Task 1 - Research Question

Describe some current trends that you believe will have an impact on
human resource management in the next 10 years.

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 You are a senior member of a renowned organization in Dubai.
The managing partner of the from has asked you to head up the
Abu Dhabi branch too. This branch is 1 of 10 under the main
office. On the whole the firm has been successful since its
establishment in the mid 1970s, but in the last 2 years many of
the younger staff have elected to leave the organization. The
managing partner is convinced the problem is not the salary
because a recent survey indicated that the firm’s salary structure
is competitive with that of the major firms. However he requests
that you study this matter firsthand in your new assignment.
After getting to AD one of your first projects is to meet with the
four senior managers to determine why the branch has had such
a high attrition rate among the younger staff.

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 Ahmed, 45, says younger staff lacks dedication and fails to
appreciate the career opportunities provided. Hana, 50, says that
younger staff members are always complaining about the lack of
meaningful feedback on their performance. Salim, 40, says he
has received complaints that training is not relevant and it
generally dull. He informed that various persons who worked on
training from time to time were guided by consultants from the
head office located in UK. Kevin, 38, says he believes the root of
the problem is the lack of the human resource department.
However he says that when the idea was mentioned to the
managing partner in UK, it was totally rejected!

Question: what do you think about the idea of a HR department

in a professional office?
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Let’s look back!

QnA time

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