introduction to hrm 2/hrm/jeeshan/week 2/lecture 1... · human resource management can be defined...
TRANSCRIPT
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Lecture 1.1
INTRODUCTION TO HRM
BTEC Higher National DiplomaHuman Resource Management
Jeeshan Mirza
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Topic Overview1. HRM Strategy & Analysis
2. Job Analysis
3. Personal Planning & Recruiting
4. Selecting Employees
5. Training & Developing Employees
6. Performance Management & Appraisal
7. Managing Employee Retention, Engagement, and Careers
8. Developing Compensation Plans
9. Pay For Performance & Employee Benefits
10. Ethics, Employee Relations, Fair Treatment At Work
11. Working With Unions/Improving Occupational Safety, Health, and Risk Management
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Lecture Overview• What Is HRM• Evolution of HRM • HRMs Contributing Role• HRM Functions • Current & Future HRM Challenges • The New HR Managers • HRM as Career Field
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What is Human Resource Management
Definition, Key Concepts
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Sugar Bakery
By: Jane
Hire
Train
Hire Train
Policies
Policies
Problems
Employee Relations
Strategy
StrategyCompensation Rewards
Job Analysis
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Definition▷ Human resource (HR) management is designing
management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals
-Mathis
▷ Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns
-Dessler
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Definition▷ Human resource management can be defined as a
strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations
-Armstrong
▷ HRM are the policies, practices, and systems that influence employees’ behavior, attitudes, and performance
-Raymond Noe
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Common Elements
Management SystemPolicies, procedures, recruiting, training, compensation, labor relations, health, safety
StrategicOrganizational goals, integrated
PerformanceEfficiency, effectiveness, behaviour, attitude
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Sugar Bakery
By: Jane
Class DiscussionWhat would happen to Sugar Bakery if Jane, kept on expanding the business but didn’t hire an HR person, or implement HR program?
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Related Disciplines
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HR as Core Competency▷ Core competency- Unique capability that creates
high value, differentiates organization from competition
▷ Organizations have identified- human resources can be core competencies differentiating them from competitors and key determinant of competitive advantage
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Herb Kelleher, Chairman & CEO South West Airlines
Our competitors can buy all the physical things, copy our strategy, our routes. But they cannot buy or imitate the dedication, devotion, loyalty and spirit of our people. That is the most powerful thing of all, people are our core reason for success
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The Starbucks EffectPeople and service constitute Starbucks’s competitive advantage
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Human Capital ▷ Not solely people in organizations
▷ What people bring and contribute to organizational success
▷ Collective value of the capabilities, knowledge, skills, life experiences, and motivation of workforce
▷ Intellectual capital reflects thinking, knowledge, creativity, and decision making of people in organizations
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Human Capital
Source: Raymond Noe
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Evolution Of HRM The Emergence & Development of the HRM Discipline
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Evolution of HRM
Source: HR Dictionary
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Source: HR Dictionary
2
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HRM’s Contributing RoleImpact in Organizations
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HRM’s Contributing Role▷ Support the organization in achieving its
objectives by developing and implementing human resource (HR) strategies that are integrated with the business strategy
▷ Contribute to the development of a high-performance culture
▷ Ensure that the organization has the talented, skilled and engaged people it needs
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HRM’s Contributing Role▷ Create a positive employment relationship between
management and employees and a climate of mutual trust
▷ Encourage the application of an ethical approach to people management
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HRM’s Contributing Role
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HRM’s Contributing Role
Negative Perceptions▷ Bureaucratic and administrative focused
▷ Too detail oriented
▷ Too costly
▷ Does not understand the main business
▷ HR managers seen more concerned about activities than results, and hard to link HR efforts to employee, managerial, and business performance organizational metrics
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HRM FunctionsRole of HRM Function In An Organization
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HR Management Functions-Mathis
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Responsibilities Of HR Department- Raymond Noe
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Responsibilities Of HR Department- Raymond Noe
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HRM Functions
This Course
1. HRM Strategy & Analysis
2. Job Analysis
3. Personal Planning & Recruiting
4. Selecting Employees
5. Training & Developing Employees
6. Performance Management & Appraisal
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HRM Functions
This Course7. Managing Employee Retention, Engagement, and
Careers
8. Developing Compensation Plans
9. Pay For Performance & Employee Benefits
10. Ethics, Employee Relations, Fair Treatment At Work
11. Working With Unions/Improving Occupational Safety, Health, and Risk Management
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HRM Function▷ All managers are human resource managers- they
are involved recruiting, interviewing, selecting, training
Manager
Line Manager Staff Manager
A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks-production and sales
A manager who assists and advises line managers. Human resource managers are staff managers. They assist and advise line managers in areas like recruiting, hiring, and compensation
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HRM Function
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HRM Function▷ All supervisors spend much of their time on
personnel-type tasks
▷ Direct handling of people integral part of every line manager’s responsibility, from president to first-line supervisor
▷ Small organizations-line managers may carry out all personnel duties unassisted.
▷ As organization grows, line managers need assistance, specialized knowledge, advice of HR
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HRM Function
Organizational Chart Of Smaller Company
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HRM Function
Organizational Chart Of HR Department in Large Company
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HRM Function
Organizational Chart Shared Services
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Current & Future HRM Challenges
Trends influencing human resource management
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Current & Future HRM Challenges▷ Organizational cost pressures and restructuring• Mergers & Acquisitions
▷ Economics and job changes• Occupational shifts• Service industry growth • Contingent workforce/Flexibility
▷ Globalization of organizations and HR • Expatriates • Global economic factors• Global legal and economic factors • Ethics
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Current & Future HRM Challenges▷ Workforce demographics and diversity • Racial and ethnic diversity • Women in workforce• Aging workforce
▷ HR Technology • HRMIS• Social Media
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The New HR Managers How 21st Century HR Managers are dealing with contemporary
business challenges
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The New HR Managers▷ They focus more on strategic big picture issues
▷ They use new ways to provide HR service, eg. Social Media
▷ They take a talent management approach to managing human resources
▷ They manage employee engagement
▷ They manage ethics
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The New HR Managers▷ They measure HR performance and results
▷ They use evidence based HRM
▷ They add value by boosting profit and performance
▷ They understand their HR philosophy
▷ They have new competencies
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HRM as Career FieldCareer choices for HR professionals, and competencies required
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HRM as Career Field
HR Generalist-a person who has responsibility for performing a variety of HR activities
HR Specialists- individuals who have in-depth knowledge and expertise in limited areas of HR
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HRM as Career Field
Competencies
▷ HR professionals at all levels need the following
Strategic knowledge and impact means Legal, administrative, and operational
capabilities Technology knowledge and usage abilities ethical behavior Results orientation/performance Change champion
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HRM as Career Field
Why Study HRM?Beyond the fact it is a core course
▷ In essence, everyone at some point has to perform HRM activities whether CEO, CFO, entrepreneur or a manager
▷ People can truly contribute competitive advantage
▷ Can be an interesting subject!