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Objectives:
5. Discuss the changing environment of HRM. 6. Discuss HRM as a profession. 7. Explain how HR practices are influenced by
cultural and religious values.
RESOURCES..ARE THEY????
Physical
Financial
Intangible
Human
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Management Process
Management process
The five basic functions of planning, organizing, staffing, leading, and controlling.
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The policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, training, appraising and rewarding.
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Conducting job analyses (determining the nature of each employees job) Planning manpower needs and recruiting job candidates Selecting job candidates Orienting and training new employees
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Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Building employee commitment
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HR Management Activities
Figure 12 22
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Authority
The right to make decisions, direct others work, and give orders. The authority gives right to the HR manager to advise other managers or employees. The authority of managers to direct people in his or her own department.
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A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. A manager who assists and advises line managers.
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working relationships
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Line function
2.
3.
Coordination function
Staff function
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A line function The HR manager directs the activities of the people in his or her own department and in related service areas (like the plant cafeteria).
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A coordinative function HR managers also coordinate personnel activities, a duty often referred to as functional control.
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Staff (assist and advise) functions Assisting and advising line managers is the heart of the HR managers job.
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FIGURE 1-2
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Figure 15 33
HR Management Roles
Administrative Role Clerical and administrative support operations (e.g., payroll and benefits work, leaves) Now e-HR Employee Advocate Role Champion for employee concerns
Operational Role Identification and implementation of HR programs and policiesEEO, hiring, training, and other activities that support the organization.
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FIGURE 1-3
organized guilds
They used unity to improve working conditions
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Industrial psychology, initiated in 1913, focused on: The worker Individual differences The maximum well being of the worker
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New Proficiencies
HR proficiency
Business proficiency Leadership proficiency Learning proficiency
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