Human Resource Management11

Human Resource Management1ELEVENTH EDITION

GARY DESSLER

Part 1 | Introduction

2008 Prentice Hall, Inc. All rights reserved.

PowerPoint Presentation by Charlie Cook The University of West Alabama

CHAPTER 1

INTRODUCTION

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What Is Human Resource Management (HRM)?

The policies and practices involved in

carrying

out the people. aspects of

It is the Human Resource management position.

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Human Resource Management

(HRM) is :The process of acquiring, training,

appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.

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OrganizationPeople with formally assigned roles

who work together to achieve the organizations goals.

ManagerThe person responsible for

accomplishing the organizations goals, and who does so by managing the efforts of the organizations people.16

The term : HUMAN RESOURCE MANAGEMENT replaced the term : PERSONNEL MANAGEMENT

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HRM GOAL The goal of HRM is to help an organization to meet strategic goals by attracting and maintaining employees , and also to manage them effectively.

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5 Basic functions all managers perform: Planning. Organizing. Staffing (HRM). Leading. Controlling.19

Management FunctionsThe first is the planning function. This function includes defining an organizations goals, developing a strategy for achieving those goals, and coordinating a comprehensive set of plans to implement the strategy.

Management Functions The next function is organizing. This function sets forth what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are made.

Management Functions The third function is leading. This function looks at the managers job to direct and coordinate the people within his area of influence.

Management Functions The fourth function is Staffing , This function includes Hiring the right people and motivating, appraising, and developing them.

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Management Functions The final function is controlling. The controlling process ensures that things are going as they should by monitoring performance. The manager should compare the results of that monitoring with the goals that have been set.

The Management ProcessPlanning

Controlling

Organizing

Leading

Staffing

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Why is HRM important to all managers?Its easier to answer this by listing some of the personnel mistakes manegers dont want to make while Managing, such as:

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Personnel Mistakes

Hire the wrong person for the job Experience high turnover Have people not doing their best Waste time with useless interviews

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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.118

Line and Staff Aspects of HRM Line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Staff manager A manager who assists and advises line managers.

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Line and Staff Aspects of HRM Staff managers run departments like purchasing, HRM, and quality control. Human resource managers are usually staff managers. They assist and advise line managers. with recruiting, hiring, and compensation However, line managers still have human resource duties.

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Assignment : What are the Human Resource Management Processes?- Bring several business puplications, based on their contents, compile a list entitled What HR Managers and Departments Do Today 121

HRM PROCESSES1- Workforce planning. 2- Recruitment. 3- Orientation. 4- Training and Development. 5- Performance appraisal. 6- Personnel administration. 7- Compensation. 8- Employees benefits and services122

Human Resource Management at WorkAcquisition

FairnessHuman Resource Management (HRM)

Training

Health and Safety Labor Relations

Appraisal

Compensa ting123

HRM Responsibilities and Duties Line Managers HR Manager HR Specialists

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Line Managers HRM Responsibilities In small organizations, line managers carry out many personnel duties unassisted. As the organization grows, the need arises for the specialized assistance, knowledge, and advice of a human resource department125

Line Managers HRM Responsibilities1. 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 them126

Line Managers HRM Responsibilities4. Improving the job performance of each person. 5. Gaining creative cooperation and developing smooth working relationships.

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Line Managers HRM Responsibilities (contd)6. Interpreting the firms policies and procedures. 7. Controlling labor costs. 8. Developing the abilities of each person.128

Line Managers HRM Responsibilities (contd)9. Creating and maintaining department morale 10. Protecting employees health and physical condition

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Human Resource Managers DutiesLine Function Line Authority Implied Authority Coordinative FunctionFunctional Authority

Functions of HR Managers

Staff FunctionsStaff Authority Innovator Employee Advocacy130

Human Resource Managers Duties (contd) An HR manager directs the activities of the people in the HR department, coordinates organizational-wide personnel activities and provides HRM assistance and advice to line managers.131

Human Resource SpecialtiesRecruitersLabor Relations Specialists EEO Coordinators

Training Specialists

Human Resource Specialties

Job Analysts

Compensation

Managers

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Human Resource Specialties (contd) Recruiters search for qualified job applicants. Equal employment opportunity (EEO) coordinators investigate and resolve EEO grievances; examine organizational practices for potential violations; and compile and submit EEO reports.

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Human Resource Specialties (contd) Job analysts collect and examine information about jobs to prepare job descriptions. Compensation managers develop compensation plans and handle the employee benefits program.

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Human Resource Specialties (contd) Training specialists plan, organize, and direct training activities. Labor relations specialists advise management on all aspects of union management relations.

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Employment and RecruitingWho Handles It? (Percentage of All Employers)

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HR ORGANIZATIONAL CHART FOR LARGE ORGANIZATION:Vice president and managers for departments.

FOR SMALL COMPANY:manager and coordinators and office generalist. .

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HR ORGANIZATIONAL CHART (contd)

The size of the human resource department reflects the size of the employer. For a very large employer, an organization chart like the one in Figure 1-1 would be typical, containing a full complement of specialists for each HR function.138

FIGURE 11

Human Resources Organization Chart for a Large Organization

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HR ORGANIZATIONAL CHART (contd)

The HR team for a small firm may contain just five or six (or fewer) staff, and have an organization similar to that in Figure 1-2.

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HR Organizational Chart (Small Company)

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CASE STUDY Application Case: Jack Nelson's Problem

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GROUP ACTIVITIES

1- Write a short presentation regarding HRs role today in building more competitive organizations..143

GROUP ACTIVITIES

2- Describe a HRs organization chart for a large company, give examples to what each department (or section) do .

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The Changing Environment of Human Resource Management

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The changing Environment of HRM Human Resource responsibilities have become broader and more strategic over time in response to a number of trends. The role of HR has evolved from primarily being responsible for hiring, firing, payroll, and benefits administration to a more strategic role in employee selection, training and promotion, as well as playing an advisory role to the organization in areas of labor relations and legal compliance146

The Changing Environment of Human Resource ManagementGlobalization Trends

Changes and Trends in Human Resource Management

Technological Trends

Trends in the Nature of Work

Workforce Demographic Trends

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The changing Environment of HRM1- Globalization trends. 2- Technological trends. 3- Trends in the nature of work. (High-Tech Jobs, Human Capital ) 4- Workforce demographic trends.

1-Globalization trends. Globalization refers to the tendency

of firms to extend their sales, ownership, and/or manufacturing to new markets abroad. Globalization of the world economy has triggered changes in how companies organize, manage and use their HR departments.149

2- Technological trends Virtual online communities, virtual design environments and Internetbased distribution systems have enabled firms to become more competitive. HR faces the challenge of quickly applying technology to the task of improving its own operations150

3- Trends in the nature of work Jobs are changing due to new technological demands. Dramatic increases in productivity have allowed manufacturers to produce more with fewer employees. Nontraditional workers, such as those who hold multiple jobs, or part-time workers, enable employers to keep costs down. .151

4- Workforce demographic trends The labor force is getting older, the aging labor force presents significant changes in terms of potential labor shortages. Many firms are instituting new policies aimed at encouraging aging employees to stay, or at attracting previously retired employees.

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The Changing Role of Human Resource ManagementStrategic Human Resource Management

Managing with the HR Scorecard Process

New Responsibilities for HR Managers

Creating HighPerformance Work Systems

Measuring the HRM Teams Performance

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1- Strategic HRM:Means Formulating and executing human resource polices and practices that produce the employee competencies and behaviour the company needs to achieve its strategic aims.

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2- Creating High-Performance Work System: Is an integrated set of HRM policies and practices that together produce superior employee performance.

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3- Measuring HRs ContributionMeasures the employee behaviors

resulting from these activities.

Measures the strategically relevant

organizational outcomes of those employee behaviors.156

4- Managing with the HR Scorecard process The HR ScorecardShows the quantitative

standards, or metrics the firm uses to measure HR activities.

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The Human Resource Managers Proficiencies New ProficienciesHR proficiencies Business proficiencies Leadership proficiencies Learning proficiencies

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HR Certification HR is becoming more professionalized. Society for Human Resource Management (SHRM) SHRMs Human Resource Certification

Institute (HRCI)

SPHR (senior professional in HR) certificate PHR (professional in HR) certificate

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The Human Resource Managers Proficiencies (contd) Managing within the LawEqual employment laws Occupational safety and health laws Labor laws

Managing Ethics160

Managing Ethics Every line manager or human resource manager needs to keep in mind the ethical implications of his or her employee-related decisions.

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SUMMARY-HRM is the policies and practices involved in carrying out the people. -The goal of HRM is to help an organization to meet strategic goals by attracting , maintaining , and manage employees effectively. - HRM is a part of every manager responsibility, not only the HR department. -The size of the HR department reflects the firm size. - HRM role has become broader and more strategic over time in response to a number of trends and environment changes.162

COURSE SUBJECTS- Introduction 1- Job Analysis 2- Personnel Planning and Recruting 3- Employee Testing and Selection 4- Interviewing Candidates 5- Training and Development Employees 6- Performance Management and Appraisal 7- Incentives and Motivations 8- Benefits and Services163

COURSE SUBJECTS1- Job Analysis - How to analise a job. - How to determine the human resources requirments of a job, as well as its specific duties and responsibilities.164

COURSE SUBJECTS (contd)2- Personnel Planning and Recruting - Human Resource planning systems. - Determining what sorts of people need to be hired, and recruiting them

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COURSE SUBJECTS (contd)3- Employee Testing and Selection - Techniques to be used to ensure that we are hiring the right people. 4- Interviewing Candidates - How to interview candidates to help ensure that we hire the person for the right job.166

COURSE SUBJECTS (contd)5- Training and Development Employees - Providing the training necessary to ensure that the employees have the knowledge and skills needed to accomplish their tasks. - Develop more capable employees and managers.167

COURSE SUBJECTS (contd)6- Performance Management and Appraisal -Techniques for appraising performance and for linking performance with the organizations goals.168

COURSE SUBJECTS (contd)7- Incentives and Motivations - Financial and non-financial 8- Benefits and Services - Providing benefits that make it clear the firm views its employees as long term investments and is concerned with their welfare.169

Strategy and the Basic H R M Process

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KEY TERMSorganization manager management process human resource management (HRM) authority line authority staff authority line manager staff manager functional authority globalization human capital171

Absenc e rate

# of days absent in month Average # of employees during month # of workdays 100

Cost per hire

Advertising + agency fees + employee referrals + travel cost of applicants and staff + relocation costs + recruiter pay and benefits Number of hires

HR expense factor Time to fill

HR expense Total operating expense Total days elapsed to fill job requisitions Number hired

Turnover rate

Number of separations during month Average number of employees during month

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GROUP ACTIVITIES

3- Bring several business puplications, based on their contents, compile a list entitled What HR Managers and Departments Do Today 174

GROUP ACTIVITIES

4- Develop outlines showing how trends like work-force diversity, technological innovations, globalization, and changes in the nature of work have affected your college CIC .175

GROUP ACTIVITIES

5- Contact the HR manager of a local company , ask him how he is working as a strategic partner to manage human resources, giving the companys strategic goals and objectives.176