c1 hrm at work

7/31/2019 C1 HRM at Work

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INTRODUCTION TO HRM


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Why HRM?

We need people to MAKE an

organization not to MAR itGetting the people who can make an

org

Motivatingto contribute

continuously

To wk with people effectively

understand human behavior

Chapter

1


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Why is HRM Important to an Organization?

The role of HR managers has changedHRM jobstoday require a new level of sophistication

Federal and state employment legislation has

placed new requirements on employers

Jobs have become more technical and skilled Traditional job boundaries have become blurred

with the advent of such things as project teams

and telecommuting

Global competition has increased demands forproductivity

HRM is both a staff, or support function that

assists line employees, and a function of every

managers job


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Hard and Soft HRM

Hard HRMemployees are treated as a

resource, aim to pay them as low as possible,

they need to be controlled

Soft HRMEmployees are the most valuable

asset of the business and they need to bedeveloped to ensure they are being used

optimally


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Introduction to HRM

Two questions:Does it matter?

Why does it matter?

What is HRM?Organizations methods and procedures for

managing people to enhance skills and

motivationActivities to enhance the organizations

ability to attract, select, retain and motivate

people


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HRM & 3 Ps

People

Process

Performance


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Personnel Aspects Of A Managers Job

Conducting job analysis (determining the nature of each

employees job) Planning labor needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees Managing wages and salaries (compensating employees)

Providing incentives and benefits

Appraising performance Communicating (interviewing, counseling, disciplining)

Training and developing managers

Building employee commitment


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Personnel Mistakes

Hire the wrong person for the job

Experience high turnover

Have your people not doing their best

Waste time with useless interviews

Have your company in court because of discriminatoryactions

Have your company cited by OSHA for unsafe practices

Have some employees think their salaries are unfair and

inequitable relative to others in the organization Allow a lack of training to undermine your departments

effectiveness

Commit any unfair labor practices


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History of HRM


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Human Relations Approach

Elton MayoHawthorne Studies

Emphasizing on work conditions & grouprelationships

This approach has failed to recognize

other factors which affects on work

1950-1960began to outdated


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HUMAN RESOURCE APPROACH

Employee Rewards

EmployeeMotivation

EmployeePerformance

OrganizationalPerformance

HR


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Managerial Functions

Operative functions


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Operative Functions

1. Employment

Job Analysis

Human Resource Planning Recruitment

Selection

Placement Induction


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Operative Functions contd

2. Human Resource Development

Performance Appraisal

Training

Management Development

Career Planning & development


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3. Compensation

Job Evaluation

Wage & Salary Administration

Incentives

Bonus

Fringe Benefits


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4. Employee Relations

Increasing e/e productivity

Motivate e/es

Team Building

Enhancing QWL


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HR Policies & Procedures

HR policiesset of guidelines that

determine the way in which e/e are to be

treated in the organization

HR procedureshelp the mgt in

implementing the HR policies i.e. specificapplications or actions.


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Role of HR Executives

Service provider

Executive

Facilitator

Consultant

Auditor


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Top Challenges for

Organizations

and the HR

Profession


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Human Resource Management: A Career

Challenge for the Twenty-First Century

The Value-Added Paradigm Includes:

Understanding Why Things Work

Mastering HR Competencies

Extending Boundaries

Measuring the Impact of HR Practices


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Challenges to HR Professionals

Worker Productivity

Quality Improvement

The changing attitudes of workforce

equal opportunity


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Challenges to HR Professionals

contd The impact of the government

Quality of work life

Technology & training


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Code of Ethics for HR Professionals


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Types of HRM Jobs

Employee and Labor Relations

Labor Relations Specialist, Plant Personnel

Assistant, Employee Relations Specialist Health, Safety and Security

Safety specialist, Security Specialist, Employee

Assistance Program Counselor, Medical

Program Administrator

Human Resource Information Managers


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Companies Who Have Recruited

HRM

ABB

Andersen Consulting Cardinal Health

Dupont

Exxon-Mobil

Ford

General Electric

Honeywell

IBM

International Paper

Information Control Corp.

Limited Distribution Services Marathon Ashland Petroleum

Menasha

Owens Corning

Raytheon

SubmitOrder.com

Worthington Industries


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Further Education

Undergraduate Degrees

Behavioral Sciences, General Business, Business & Labor Law

Masters Degrees Human Resource Management, Labor Relations, Organizational

Behavior/Development

A Masters degree is preferred in todays competitive market

Human Resource Certification Institute(HRCI)

PHR (Professional in Human Resources)

SPHR (Senior Professional in Human Resources) based onexperience, exam, and course requirements


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HRM Salaries

Starting salaries tend to vary with the

type of employer

Employers involved in manufacturing

and heavy industry offer higher starting

salaries than the service organization


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Factors Affecting Global HR

ManagementPolitical Economic

CulturalLegal

HRM En ironment


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HRM - Environment

1. External Forces

Political-Legal (legislature,

executive, judiciary)

Economic

Suppliers

Competitors

Customers

Industrial LabourDiversity

Technological

Cultural forces

2. InternalForces

Strategy, Task &

leadership

Unions

Org culture &

conflict

All those forces which have their bearing on the functioningof the HR dept.


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Strategic HRM


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Strategy

Unified course of action to achieve the goal

Unified, comprehensive & integrated plandesigned to ensure that the basic objectives of

the enterprise are achieved

The pattern of decisions or actions is aimed at

achieving the goals & objectives of the

company


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Strategic Management

A continuous, iterative, cross functional process

aimed at keeping an organization as a whole

appropriately matched to its environment


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Strategic HRM

Is the optimum utilization of human

resources to achieve the set goals &

objectives in the business

environment


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Strategic Decisions and Their Implications for

Human Resource Management


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Strategic Decisions and Their Implications for

Human Resource Management (contd)


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Role of HRM in Strategic Management

HR mgr supplies competitive intelligencein strategy formulation

1. Encouragement of pro-active rather thanreactive behavior

2. Explicit communication of goals

3. Stimulation of critical thinking4. Productivity, quality & service - HR based

strategy

5. Proficient strategic mgt


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Tomorrows HR Today - Future

In terms of meeting the challenges

Increased competitionbetter quality goods

& services Increased use of IT

Availability of qty of knowledge

Change of structure

How to face?

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