1. AEIS: 607 Lecture 1: Introduction to Human Resource Management
Md. Mahbubul Alam, PhD
Associate Professor

2. Intended Learning Outcomes (ILOs)
Explain what human resource management is and how it relates to the management process.
Understand the concept and technique of human resource management.
Illustrate the human resources responsibilities of line and staff (HR) managers.
Illustrate HR’s role in formulating and executing company strategy.
Discuss why metrics and measurement are crucial to today’s HR managers.
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

3. Prepared & Presented by Md. Mahbubul Alam, PhD
What is HRM?
Organization: Consists of people with formally assigned roles who work together to achieve the organization’s goals.
Manager: A person who is responsible for accomplishing the organization’s goal.
Management Process: Five Functions
Planning: Setting goals, standards, developing rule & Procedures, plans and forecasting
Organizing: coordinating subordinates’ work.
Staffing: hiring, recruiting, training & developing, setting performance standards, evaluating performance.
Leading: Getting others to get the job done!
Controlling: Setting standards such as sales quotas, quality standards, taking corrective action
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

4. Prepared & Presented by Md. Mahbubul Alam, PhD
What is HRM? (cont’d)
A process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
Conducting job analysis
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training
Managing wages and salaries
Appraising performance
Communicating (interviewing, counseling, disciplining)
Training and developing managers
Building employee commitment
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

5. Prepared & Presented by Md. Mahbubul Alam, PhD
Why Is HRM?
Avoid personnel mistakes
Hire the wrong person
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Commit any unfair labor practice
Allow a lack of training to undermine your dept’s effectiveness
Improve profits and performance
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

6. Prepared & Presented by Md. Mahbubul Alam, PhD
Basic HR Concepts
The bottom line of managing:
Getting results
HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.
‘Capital’ is NOT the bottleneck rather company’s inability to recruit and maintain a good workforce is responsible for low performance.
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

7. Line and Staff Aspects of HRM
Authority: Is the right to make decisions, to direct the work of others, and to give orders.
Line manager
A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks.
Creates a superior (order giver) -> subordinate (order receiver) relationship.
e.g., (President) Get the sales presentation ready by Tuesday (Sales Director)
Manages department like sales or production
Staff manager
A manager who assists and advises line managers.
Gives a manager the right to advise other managers or employees.
e.g., (HR Manager) suggests (plant manager) to use a particular selection test
Manages departments that are advisory or supportive, like purchasing, HR
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

8. Line Managers’ HRM Duties
Placing the right person on the right job
Starting new employees in the organization (orientation)
Training employees for jobs that are new to them
Improving the job performance of each person
Gaining creative cooperation and developing smooth working relationships
Interpreting the firm’s policies and procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining department morale
Protecting employees’ health and physical condition
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

9. Prepared & Presented by Md. Mahbubul Alam, PhD
HR Managers’ Duties
A line function
Directing activities in own dept.
A coordinate function
Functional authority -> ensures line managers are implementing the firm’s HR policies and practices.
Staff (assist and advise) functions
Assist and advise line managers.
Advise CEO about company’s strategic options.
Assist in hiring, training, evaluating, rewarding, counseling, promoting and firing employees.
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

10. Who Does What? Line or Staff Managers?
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

11. Prepared & Presented by Md. Mahbubul Alam, PhD
HR Specialists: Types
Recruiters
Equal Employment Opportunity (EEO) Coordinators
Job Analysts
Compensation Managers
Training Specialists
Labor Relations Specialist
New Approach
Transactional HR group: Support day-to- day transactional activities
Corporate HR group: Support “Top Level”
Embedded HR: Relationship manager or HR business partner
Centers of expertise: support in organizational change
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

12. HR Manager’s Competencies
Talent Managers/Organization Designers: Mastery on HRM practice.
Culture and Change Stewards: create HR practice that support firm’s cultural values.
Strategy Architects: Able to establish the firm’s overall strategy.
Operational Executors: Able to anticipate, draft, implement HR practices.
Business Allies: Competent to apply business knowledge.
Credible Activists: Respected, admired, listen to.
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

13. High-Performance Work System Practices
Employment security
Selective hiring
Extensive training
Self-managed teams/decentralized decision making
Reduced status distinctions
Information sharing
Contingent (pay-for-performance) rewards
Transformational leadership
Measurement of management practices
Emphasis on high-quality work
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

14. Benefits of a High-Performance Work System (HPWS)
Generate more job applicants
Screen candidates more effectively
Provide more and better training
Link pay more explicitly to performance
Provide a safer work environment
Produce more qualified applicants per position
Hiring based on validated selection tests
Provide more hours of training for new employees
Conduct more performance appraisals
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

15. Measuring HR’s Contribution
The HR Scorecard
Shows the quantitative standards, or “metrics” the firm uses to measure HR activities.
Measures the employee behaviors resulting from these activities.
Measures the strategically relevant organizational outcomes of those employee behaviors.
Evidence-Based HRM
Use of data, facts, analytics, scientific rigor, critical evaluation and critically evaluated research/case studies to support human resource management proposal, decisions, practices and conclusions.
Deliberate use of the best available evidence in making decision about the HRM practices.
Evidence many come from actual measurements such as, how do the trainees like this program, or what happened to company profits after installing a particular training program?
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

16. Prepared & Presented by Md. Mahbubul Alam, PhD
HR Certification
HR is becoming more professionalized.
Society for Human Resource Management (SHRM)
SHRM’s Human Resource Certification Institute (HRCI)
SPHR (Senior Professional in HR)
GPHR (Global Professional in HR)
PHR (Professional in HR) certificate
4/27/2019
Prepared & Presented by Md. Mahbubul Alam, PhD

17. Question Please ? Acknowledgement:
“Human Resource Management” by Garry Dessler, 13th Edition, Pearson.