1. Managing Human Resources Today
Chapter 1
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2. What is Human Resource Management?
Human resource (HR) management
refers to the practices and policies you need to carry out the personnel aspects of your management job
Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical and fair environment for your company’s employees
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3. 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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4. 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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5. 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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6. 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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7. 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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10. 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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11. 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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12. 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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13. Line managers’ HRM responsibilities, cont.
Gaining creative cooperation and developing smooth working relationships
Interpreting the company’s 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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15. 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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16. Competitive trends affecting HRM
Globalization and competition
Outsourcing and technological advances
The nature of the work
Service jobs
Human capital
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17. 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
Pre-1900’s
Small business and worker’s guilds
No “HR” people
1900’s
Large-scale enterprise growth
Labor relations, personnel
1920’s
Depression, first labor legislation
Industrial relations, personnel
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Decade
Major Business Ideas
Common
HR titles
1940’s
WW II, growth of large diversified enterprises
Personnel administration
1960’s
Civil rights and compliance
Personnel
1980’s
Growing impact of globalization and technology; human capital; emergency of the knowledge/service economy
Personnel, Human Resources
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Decade
Major Business Ideas
Common
HR titles
2000’s
Modern organizations, organization effectiveness, strategic HR planning
Human Resource Management
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The new HR manager
Provides efficient operational services including outsourcing service when necessary
Supports top management’s strategic planning efforts
Acts as the company’s “internal consultant” for identifying and institutionalizing changes that enhance employees skills allowing them to contribute to the company’s success
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Important HRM issues
Strategic human resource management
HR’s use of technology
Managing ethics
HR Certification
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24. Copyright © 2009 Pearson Education, Inc. publishing as Prentice Hall
What is strategic HRM?
A strategy is a company’s 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 company’s strategic goals
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25. Copyright © 2009 Pearson Education, Inc. publishing as Prentice Hall
HR and technology
Self-service
Call centers
Productivity improvement
Outsourcing
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26. Some Ways HR Managers Use Technology
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27. Issues related to HR ethics
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights
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28. The path to HR Certification
Society for Human Resource Management’s (SHRM™) offers two levels of HR professional certification exams
SPHR (senior professional in HR)
PHR (professional in HR)
Human Resource Certification Institute
Online HRCI assessment exam
Available at
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