1. 1– 1

2. 1– 2 Planning Organizing Leading Staffing Controlling

3.  What Is Human Resource Management (HRM)? ◦ The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. 1– 3

4. 1– 4 Acquisition Training Appraisal CompensatingLabor Relations Health and Safety Fairness Human Resource Management (HRM)

5.  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. 1– 5

6.  Line manager ◦ A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks.  Staff manager ◦ A manager who assists and advises line managers. 1– 6

7. 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition 1– 7

8. 1– 8 Functions of HR Managers Line Function Line Authority Implied Authority Staff Functions Staff Authority Innovator Employee Advocacy Coordinative Function Functional Authority

9. 1– 9 Recruiters EEO Coordinators Labor Relations Specialists Training Specialists Job Analysts Compensation Managers Human Resource Specialties

10. 1– 10 Source: HR MAGAZINE, BNA/Society for Human Resource Management, 2002. Reproduced with permission via Copyright Clearance Center. Note: Length of bars represents prevalence of activity among all surveyed employers.

11. 1– 11 Globalization Trends Technological Trends Trends in the Nature of Work Workforce Demographic Trends Changes and Trends in Human Resource Management

12.  Strategic Human Resource Management ◦ The organization’s intentions and plans on how its business goals should be achieved through people. ◦ It is based on three propositions:  First, that human capital is a major source of competitive advantage;  Second, that it is people who implement the strategic plan; and,  Third, that a systematic approach should be adopted to defining where the organization wants to go and how it should get there. 1– 12

13.  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 1– 13

14.  A philosophical and pragmatic approach to the management of human capital.  Focus on the impact of management practices on observable financial and organizational outcomes 1– 14

15.  US: ◦ Society for Human Resource Management (SHRM)  Bangladesh; ◦ Bangladesh Institute of Human Resource Management Foundation  Certificate Course on Personnel Management.  Certificate Course on Industrial Relations.  Certificate Course on Organization Conflict.  Certificate Course Consulting. 1– 15