1. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

2. 1–2 Human Resources (HR) The people an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

3. 1–3 Contemporary HRM PerspectivesContemporary HRM Perspectives  Recognizing the importance of people as a source of competitive advantage  Hiring, rewarding, and managing people effectively within the limits of the law  Balancing legal and ethical concerns with the needs of the organization © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

4. 1–4 HRM in the Electronic Age Electronic technology has not drastically affected how human resources are managed, but certainly is now affecting how HRM systems are delivered.Electronic technology has not drastically affected how human resources are managed, but certainly is now affecting how HRM systems are delivered. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

5. 1–5 Emerging HR ChallengesEmerging HR Challenges  Financial crises  Stress in employees’ lives  Managing knowledge workers © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

6. 1–6 Promoting Individual Growth and Development  Education  Skills training  Career development © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

7. 1–7 Psychological Contract The overall set of expectations held by the employee with regard to what he or she will contribute to the organization and that are held by the organization with regard to what it will provide to the individual in return. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

8. 1–8 HRM in Smaller Organizations Small organizations use operating managers to handle basic HR functions.Small organizations use operating managers to handle basic HR functions. Small independent businesses generally operate in the same way as small organizations.Small independent businesses generally operate in the same way as small organizations. Very small organizations are exempt from many legal regulations.Very small organizations are exempt from many legal regulations. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

9. 1–9 HRM in Larger Organizations As an organization grows, a separate HR unit becomes a necessity.As an organization grows, a separate HR unit becomes a necessity.  At 200 to 250 employees, it establishes a self-contained HR department.  As growth continues, the HR department develops into specialized departments. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

10. 1–10 Human Resource Management System An integrated and interrelated approach to managing human resources that fully recognizes the interdependence among the various tasks and functions that must be performed. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

11. 1–11 A Systems-Based Perspective The HRM subsystem both affects and is affected by other organizational subsystems.The HRM subsystem both affects and is affected by other organizational subsystems. Utility AnalysisUtility Analysis  Attempts to measure, in objective terms, the impact and effectiveness of HRM practices in terms of metrics such as a firm’s financial performance. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

12. 1–12 Careers in HRM are expected to continue to grow.Careers in HRM are expected to continue to grow. How to enter the HR field:How to enter the HR field:  Earn a degree—a master of science or MBA in HR.  Seek an entry level job, and become a line manager. © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.