Professional Documents
Culture Documents
Introduction to HRM
Topics to be covered
We will cover the following:
Introduction to Management Organization Introduction to HRM Evolution & History of HRM Objective of HRM Important terminology
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Introduction to Management
Management is the process of designing and
maintaining an environment in which individuals working together in groups, efficiently accomplish selected aims. Management can be defined as ensuring an organization makes the most effective and efficient use of resources in order to achieve agreed objectives. The process of getting things done, effectively and efficiently, through and with other people
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Organization
Organization
A systematic arrangement of people brought together to accomplish some specific purpose; applies to all organizationsfor-profit as well as not-for-profit organizations. Where managers work (manage). Common Characteristics of Organizations
Management Activities
Planning
Defining goals and establishing action plans
Organizing
Determining what needs to be done, in what order, and by whom
Effective Management
Controlling
Monitoring activities to ensure that they are achieving results
Leading
Guiding and motivating all involved parties
Models of Management
Plannin g Select goals and ways to attain them Resource s Human
Financial Raw Materials Technological Information
Controllin Monitorg activities and make corrections Leadin g Use influence to motivate employees
SOURCE: Adapted from Thomas V. Bonoma and Joseph C. Lawler, Chutes and Ladders: Growing the General Manager, Sloan Management Review (Spring 1989), 27-37
A Definition of HRM?
Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques (Storey J., Human Resource Management)
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date back to the beginning of mankind. Mechanisms were developed for the selection of tribal leaders, for example. More advanced HRM functions were developed as early as 1000 and 2000 B.C. Employee screening tests have been traced back to 1115 B.C. in China, for instance. The terminology used to describe the role and function of workers has evolved from "personnel" to "industrial relations" to "employee relations" to "human resources."
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emerged during the industrial revolution, as the manufacturing process evolved from a cottage system to factory production. As the United States shifted from an agricultural economy to an industrial economy, companies were forced to develop and implement effective ways of recruiting and keeping skilled workers.
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contributing factors to the origination of modern HRM during 1880s to 1940s . The first was the industrial welfare movement, which represented a shift in the way that managers viewed employeesfrom nonhuman resources to human beings. The second factor was Frederick W. Taylor's (1856-1915)Scientific Management, a landmark book that outlined management methods for attaining greater productivity from low-level production workers.
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furthered the HRM movement with a battery of regulations created to enforce fair treatment of workers, such as the Equal Pay Act of 1963, the Civil Rights Act of 1964, the Employee Retirement Income Security Act of 1974 (ERISA) Furthermore, during the 1970s, HRM gained status as a recognized profession with the advent of human resource programs in colleges
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of HR recently help to shift the orientations: such as changes from personnel to human resources, from administration to management, and from human relations to organizational effectiveness so now HR has aligned with Senior Management. HR also now has more input on business strategies - training, safety, globalization, etc
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Professional, Regulatory, Managerial legalistic and conforming, imposition of standards on other impersonal
functions Philosophical Human Values, Productivity through people
Executive
Professional Dynamism