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HUMAN RESOURCE MANAGEMENT

Global Edition 12e

Chapter 1
Introduction to
Human
Resource
Management

Part 1 Introduction

PowerPoint Presentation by Charlie Cook


Copyright 2011 Pearson Education GARY DESSLER The University of West Alabama
LEARNING OUTCOMES
1. Explain what human resource management is and how
it relates to the management process.
2. Show with examples why human resource management
is important to all managers.

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3. Illustrate the human resources responsibilities of line
and staff (HR) managers.
4. List and briefly describe important trends in human
resource management.

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HUMAN RESOURCE MANAGEMENT
AT WORK
What Is Human Resource Management (HRM)?
The process of acquiring, training, appraising, and
compensating employees, and of attending to their

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labor relations, health and safety, and fairness
concerns.
Organization
People with formally assigned roles who work
together to achieve the organizations goals.
Manager
The person responsible for accomplishing the
organizations goals, and who does so by managing
the efforts of the organizations people. 13
THE MANAGEMENT PROCESS
Planning

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Controlling Organizing

Leading Staffing

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HUMAN RESOURCE MANAGEMENT
PROCESSES
Acquisition

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Fairness Training

Human
Resource
Management
Health and
(HRM) Appraisal
Safety

Labor Relations Compensation

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PERSONNEL ASPECTS OF A
MANAGERS JOB
Conducting job analyses
Planning labor needs and recruiting job candidates

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Selecting job candidates
Orienting and training new employees
Managing wages and salaries
Providing incentives and benefits
Appraising performance
Communicating
Training and developing managers
Building employee commitment 16
PERSONNEL MISTAKES
Hire the wrong person for the job
Experience high turnover

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Have your people not doing their best
Waste time with useless interviews
Have your firm in court because of discriminatory
actions
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
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BASIC HR CONCEPTS
The bottom line of managing:
Getting results

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HR creates value by engaging in
activities that produce the employee
behaviors that the organization needs to
achieve its strategic goals.

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LINE AND STAFF ASPECTS OF HRM
Line Manager
Isauthorized (has line authority) to direct the work of
subordinates and is responsible for accomplishing the

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organizations tasks.
Staff Manager
Assists and advises line managers.
Has functional authority to coordinate personnel
activities and enforce organization policies.

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LINE MANAGERS HRM
RESPONSIBILITIES
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)

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3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth
working relationships
6. Interpreting the firms policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
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10. Protecting employees health and physical condition


HUMAN RESOURCE MANAGERS
DUTIES

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Functions of
HR Managers

Line Function Coordinative Staff Functions


Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy

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Line Function:
The Human Resource Manager directs the activities of the people in
his/her own department, and perhaps in related areas.

Coordinative Function:
Here Human resource manager ensures that line managers are

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implementing the firms human resource policies and practices.

Staff Function:
Assisting and advising line managers is the heart of the HR managers
job. He/she assists and advises in hiring, training, evaluating, rewarding
counseling, promoting, and firing employees.
It carries out an innovator role by providing up-to-date information on
current trends and new methods for better utilizing the companys employees.
It plays an employee advocacy role by representing the interests of
employees within the framework of its primary obligation to senior management.

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HUMAN RESOURCE SPECIALTIES

Recruiter

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Labor relations
specialist EEO coordinator
Human
Resource
Specialties
Training
Job analyst
specialist

Compensation
manager

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TRENDS SHAPING HUMAN RESOURCE
MANAGEMENT

Globalization
and Competition

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Trends

Indebtedness
(Leverage) Technological
and Trends
Deregulation Trends in HR
Management
Workforce and
Trends in the
Demographic
Nature of Work
Trends

Economic
Challenges and
Trends 114