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  • After Studying This Chapter, You Should Be Able To

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    Azam Mashkoor
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    1. The document outlines key concepts in human resource management including defining HRM, the roles of line and staff managers, and the changing environment of HRM. 2. It discusses the responsibilities of line managers in HRM including staffing, training, performance management and developing employee abilities. 3. The roles of HR managers are also examined, covering functions like recruitment, compensation and developing training programs.

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    1. The document outlines key concepts in human resource management including defining HRM, the roles of line and staff managers, and the changing environment of HRM. 2. It discusses the responsibilities of line managers in HRM including staffing, training, performance management and developing employee abilities. 3. The roles of HR managers are also examined, covering functions like recruitment, compensation and developing training programs.

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    Download as ppt, pdf, or txt
    26 views20 pages

    After Studying This Chapter, You Should Be Able To

    Uploaded by

    Azam Mashkoor
    1. The document outlines key concepts in human resource management including defining HRM, the roles of line and staff managers, and the changing environment of HRM. 2. It discusses the responsibilities of line managers in HRM including staffing, training, performance management and developing employee abilities. 3. The roles of HR managers are also examined, covering functions like recruitment, compensation and developing training programs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    Download as ppt, pdf, or txt
    of 20

    After studying this chapter, you should be able to:

    1. Explain what human resource management is and how


    it relates to the management process.
    2. Give at least two examples of how all managers can
    use human resource management concepts and
    techniques.
    3. Illustrate the human resources responsibilities of line
    and staff (HR) managers.
    4. Explain the Changing Role of Human Resource
    Management due to changing environment.

    1–1
    The Management Process

    Planning

    Controlling Organizing

    Leading Staffing

    1–2
    Human Resource Management at Work
    • What Is Human Resource Management
    (HRM)?

     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.

    1–3
    Human Resource Management at Work

    Acquisition

    Fairness Training

    Human
    Resource
    Management
    Health and
    (HRM) Appraisal
    Safety

    Labor Relations Compensating

    1–4
    Nature of HRM

    • Inherent part of Management


    • Pervasive Function
    • Basic to all Functional areas
    • People centered
    • Personnel Activities
    • Continuous Process
    • Based on Human Relations
    Personnel Aspects of a Manager’s Job
    • Conducting job analyses
    • Planning manpower needs and recruiting job candidates
    • 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
    1–6
    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 some employees think their salaries are unfair and
    inequitable relative to others in the organization
    • Allow a lack of training to undermine your department’s
    effectiveness
    • Commit any unfair labor practices

    1–7
    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.

    1–8
    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
    organization’s tasks.
    • Staff manager
     A manager who assists and advises line managers.

    1–9
    Line Managers’ HRM Responsibilities
    1. 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 them
    4. Improving the job performance of each person
    5. Gaining creative cooperation and developing smooth working
    relationships
    6. Interpreting the firm’s policies and procedures
    7. Controlling labor costs
    8. Developing the abilities of each person
    9. Creating and maintaining department morale
    10. Protecting employees’ health and physical condition

    1–10
    Human Resource Managers’ Duties

    Line Function Coordinative


    Line Authority Function
    Implied Authority Functional Authority

    Functions of
    HR Managers

    Staff Functions
    Staff Authority
    Innovator
    Employee Advocacy

    1–11
    Human Resource Specialties

    Recruiters

    Employment/
    Human
    Industrial
    Resource
    Relations
    Development
    Specialist Human Specialists
    Resource
    Specialties
    Training
    Job Analysts
    Specialists

    Compensation Employee
    Managers Welfare Officers

    1–12
    Nature & Significance of Environmental Influences

    • The term ‘environment’ here refers to the totality of all


    factors which influence both the organisation and HR
    function.
    • External Factors Internal factors
    -Economic -Mission
    -Demographic -Policies
    -Socio-Cultural -Organisational culture
    -Political -Organisation structure
    -Technological -Human Resource systems
    The Changing Environment of
    Human Resource Management

    Globalization Trends

    Technological Trends
    Changes and Trends
    in Human Resource
    Management
    Trends in the Nature of Work

    Workforce Demographic Trends

    1–14
    The Changing Role of
    Human Resource Management

    Strategic Human
    Resource
    Management

    Managing with the New Creating High-


    HR Scorecard Responsibilities Performance Work
    Process for HR Managers Systems

    Measuring the HRM


    Team’s Performance

    1–15
    History of Human Resource Management
    The field of HRM as it exists, represents a crystallization of
    a variety of historical and contemporary factors:
    • The Industrial Revolution - Machines were brought in;

    - workers did only a small


    portion of the total job;
    - workers were treated like
    ‘glorified machine tools’
    • Scientific Management – Taylor argued that individuals
    selected to perform tasks
    should be as perfectly matched
    physically and mentally, to the
    requirements of the task as
    possible.
    • Trade Unionism – Workers joined hands to
    protect against the exploitative
    tendencies of employers and
    the prohibitive, unfair labour
    practices through unions.
    • Human Relations Movement - It led to implementation
    of behavioural science
    techniques in industry
    like supervisory
    training programmes,
    emphasizing support &
    concern for workers etc.
    • Human Resources Approach -Trend towards treating
    employees as assets;
    -It assumes that the job
    itself is the primary
    source of satisfaction &
    motivation to employees.
    Evolution of the concept of HRM
    Concept What it is all about?
    • The Commodity concept - Labor was regarded as a
    commodity to be bought and
    sold. Wages were based on
    demand and supply.
    • The Factor of Production -Labor is like any other factor of
    concept production.
    • The Goodwill concept -Welfare measures like safety,
    first aid, lunch room, rest room
    will have a positive impact on
    worker’s productivity.
    • The Paternalistic concept – Management must assume a
    fatherly and protective attitude
    towards employees.
    • The Humanitarian concept-To improve productivity,
    physical, social and
    psychological needs of
    workers must be met.
    • The Human Resource -Employees are the most
    concept valuable assets of an
    organisation.
    • The Emerging concept -Employees should be accepted
    as partners in the progress of a
    company.

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