1. OS 352 1/10/08 I. Welcome and introductions II. Course requirements; syllabus III. Introduction to human resource management

2. Human Resource Management Definition The policies, practices, and systems that influence employees’ behavior, attitudes, and performance. Terms for human resource management: PersonnelPeople Human capitalHuman relations Others?

3. Strategic Human Resource Management People management that contributes to organizational effectiveness. Within Firms Across Firms and increasingly…

4. Who Is Responsible for Managing Human Resources? A partnership of: top management human resource professionals managers employees consultants HR specialty firms

5. Dimensions of HR Structures (The Ways in Which Firms will Manage HR Differently) Internal v. External Responsibility for HRM (proportions and content) HR v. Management Responsibility for HRM (proportions and content) Degree of Centralization (i.e., highly centralized  headquarters controls HR decisions; highly decentralized  business unit head controls HR decisions Degree of Formalization (i.e., rules and procedures) Strategic Importance of HRM Staffing of HR Department with HR Experts v. Management rotations

6. Managing through … Culture Shared understanding of firm goals and values drives performance Works where there are no specified procedures Ensures performance occurs without supervision Procedures Driven by legal compliance, bureaucratic needs and tendencies Ensure consistency in processes and fair treatment of ees Ensures basic standards are met

7. Managing through … Credibility Trust Expertise Dynamism Authority Hierarchical level Job title Resources

8. Goals of HRM Attract, retain, and motivate ees Direct employee efforts toward goals of organization Assist in the development of the strategic direction of the organization Provide the organization a source of competitive advantage Help ensure legal compliance

9. Stakeholders of Human Resource Management THE ORGANIZATION Productivity Profits Survival Adaptability Competitive advantage EMPLOYEES Fair treatment Satisfaction/morale Empowerment Employability Safety and health Flexibility CUSTOMERS Quality service Quality products Speed and responsiveness Low cost Innovation STRATEGIC PARTNERS Suppliers; joint venture partners Unions Customers SHAREHOLDERS/ INVESTORS Shareholder return Return on sales Return on assets Return on investments SOCIETY Legal compliance Social responsibility Ethical management practices Concern for the environment Any others?

10. HRM’s History Welfare Administration Employee relations Functional expertise Business partner / player

11. Activities in Human Resource Management HR strategy formulation Managing organizational and HR changes and culture Recruitment and selection (staffing) Training and development Performance appraisal Compensation and benefits Employee relations Labor/management relations

12. HRM in Large v. Small Firms Large Designated HR professional or HR department Formal HR policies; HR manual; job descriptions Small HR duties combined with other administrative functions (e.g., accounting) or performed by line mgrs. Less formal HR policies, less likely to have HR manual, job descriptions

13. Terms You Should Know Human resource management Attraction Retention

14. You Should be Able To … Understand some of the history behind the human resource management field. Know the activities associated with HRM (e.g., compensation) Identify the primary goals of HRM. Recommend who should be involved in HRM. Identify the stakeholders of HRM. Understand how HRM in small firms differs from HRM in large firms.

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