What is human resource management?

The basics of HRM are the following:

Acquiring, training, appraising, and compensating employees Attending to labor relations, health and safety, and fairness concerns

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HRM Techniques and Concepts

Conducting job analyses Planning labor needs and recruiting job candidates Selecting job candidates Orientating and training new employees Appraising employee performance
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HRM Techniques and Concepts, cont.

Managing wages and salaries Providing incentives and benefits Communicating (interviewing, counseling, disciplining) Training and developing managers

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HRM Techniques and Concepts, cont.

Building employee commitment Being informed about equal opportunity and affirmative action Complying to ensure employee health and safety Handing grievances and labor relations

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Why is HRM important to managers?

HRM helps you avoid potential messes!
Examples: Finding employees not performing at peak capacity Hiring the wrong person for the job or experiencing high turnover
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HRM also helps you avoid serious issues!

Examples: Having your company taken to court because of discriminatory actions Having your company cited under federal occupational safety laws for unsafe practices
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Getting results is the bottom line of HRM!

Your planning, leading, organizing and controlling skills are important, but true HRM success lies with your people skills

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HRM line vs. staff authority

What is authority?
Line managers are authorized to give orders Staff managers are authorized to assist and advise line managers in accomplishing goals

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Line staff HR cooperation

Line staff and HR usually share responsibilities Supervisors spend much of their time on HR/personnel-type tasks

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Line managers HRM responsibilities

Small companies (100 or less employees) tend to have informal, ad hoc HRM. A line manager there might have duties including the following: Placing, orienting and training employees Improving employee job performance Controlling labor costs
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Line managers HRM responsibilities, cont.

Gaining creative cooperation and developing smooth working relationships Interpreting the companys policies and procedures Developing the abilities of each person Protecting employees health and physical conditions
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As a company grows, line managers need the assistance as well as the specialized knowledge and advice of a separate HR staff

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Organizing the HR Department

Providing specialized assistance is what the HR department is all about Typical HR positions include:
Compensation and benefits manager Employment and recruiting supervisor Training specialist Employee relations executive
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HR Organization Chart for a Large Corporation

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Competitive trends affecting HRM

Globalization and competition Outsourcing and technological advances The nature of the work Service jobs Human capital

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Demographic and workforce trends

Slow growth Older, more multi-ethnic workforce Nontraditional workers Generation Y Retirees
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The changing role of HR

Effective HRM selection, training, pay and employee fairness practices are crucial to capitalizing on technology and remaining competitive HR departments must move away from a housekeeping focus to strategic maneuvering HRM must evolve to remain dynamic

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The evolution of HRM

Decade Major Business Ideas Common HR titles No HR people Labor relations, personnel

Pre-1900s Small business and workers guilds 1900s 1920s Large-scale enterprise growth

Depression, first labor Industrial legislation relations, personnel

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Decade 1940s 1960s 1980s

Major Business Ideas WW II, growth of large diversified enterprises Civil rights and compliance

Common HR titles Personnel administration Personnel

Growing impact of Personnel, globalization and Human technology; human Resources capital; emergency of the knowledge/service economy
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Decade 2000s

Major Business Ideas Modern organizations, organization effectiveness, strategic HR planning

Common HR titles Human Resource Management

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The new HR manager

Provides efficient operational services including outsourcing service when necessary Supports top managements strategic planning efforts Acts as the companys internal consultant for identifying and institutionalizing changes that enhance employees skills allowing them to contribute to the companys success
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Important HRM issues

Strategic human resource management HRs use of technology Managing ethics HR Qualifications

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What is strategic HRM?

A strategy is a companys plan for matching internal strengths and weakness with external opportunities and threats Strategic HRM is the formulation and execution of HR policies and practices that produce competent employees with the behaviors needed to achieve the companys strategic goals

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HR and technology
Self-service Call centers Productivity improvement Outsourcing

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Some Ways HR Managers Use Technology

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Issues related to HR ethics

Workplace safety Security of employee records Employee theft Affirmative action Comparable work Employee privacy rights

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