Introduction to Human Resource

Management

Topic - 1

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 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.
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Pe

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f it
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&P

HRM Induces Success

HRM Generates Profit

HRM Brings Growth

The Management Process

Planning

Controlling

Leading

Organizing

Staffing
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Human Resource Management Process

Acquisition

Training

Fairness

Health and
Safety

Labor Relations

Human Resource
Management
(HRM)

Appraisal

Compensation
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Personnel Aspects of a Managers Job

Conducting job analysis (determining the nature of each employees

job)
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees
Managing wages and salaries (compensating employees)
Providing incentives and benefits
Appraising performance
Communicating (interviewing, counseling, disciplining)
Training and developing managers
Building employee commitment
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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
Have your firm in court because of discriminatory actions
Have your firm cited by occupational safety laws for unsafe practices

and accidents
Have some employees think their salaries are unfair relative to others
in the organization
Allow a lack of training to undermine the departments effectiveness
Commit any unfair labor practices
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HRM Ensures Happiness

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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 organization needs
to achieve its strategic goals.

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HRM Approaches
Some people are not used
to an environment where
excellence is expected !
Steve Jobs
CEO Apple

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Hard
Appro
ach

HRM Approaches
Recently, I was asked if I w as
going to fire an employee who made a
mistake that cost the company $600,000.
No! I replied. I just spent $600,000
training him. Why would I want
somebody to hire his experience?
Thomas J Watson
CEO IBM

Soft
App
roac

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Line and Staff Aspects of HRM

Line Manager
Is authorized (has line authority) to direct the work of
subordinates and is responsible for accomplishing the
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 & Staff

A line function is one that
directly advances an
organization in its core
work. E.g. production, sales,
marketing.
Line Managers direct the
work of subordinates in
accomplishing the
organization's goals.

A staff function supports the organization with

specialized advisory and support functions. E.g.
human resources, nance, public relations.
Staff Managers assist and advice16line managers in
accomplishing the organization's goal.

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 firms 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

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Human Resource Managers Duties

Functions of
HR
Managers
Line Function
Line Authority

Coordinative
Function
Functional
Authority

Staff Functions
Staff Authority

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Human Resource Specialties

Recruiter

Labor relations
specialist
Human Resource
Specialties
Training
specialist

Equal
Employment
Opportunity
(EEO)
coordinator
Job analyst

Compensation
manager

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New Approaches to Organizing HR

New HR Services Groups

Transactional
HR group

Corporate
HR group

Embedded
HR unit

Centers of
Expertise

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Definitions
Globalization
The tendency of firms to extend their sales, ownership, and/or

manufacturing to new markets abroad.

Human capital
The knowledge, education, training, skills, and expertise of a

firms workers.

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Important Trends in HRM

The New HR
Managers

Strategic
HRM

Evidence-Based
HRM

Human
Resource
Management
Trends

HighPerformance
Work Systems

Managing
Ethics

HR
Certification
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Meeting Todays HRM Challenges

The New Human
Resource Managers

Focus more
on big
picture
(strategic)
issues

Find new
ways to
provide
transactional
services

Acquire new
HRM
proficiencies

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High-Performance Work Systems

High-Performance Work Systems (HPWS)
A set of HRM policies and practices that together produce superior
employee performance.

Increase productivity and performance by:

Recruiting, screening and hiring more effectively

Providing more and better training
Paying higher wages
Providing a safer work environment
Linking pay to performance

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Evidence-Based HRM
Providing Evidence
for HRM Decision
Making

Actual
measurements

Existing
data

Research
studies

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Managing Ethics
Ethics
Standards that someone uses to decide
what his or her conduct should be

HRM-related Ethical Issues

Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights
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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
GPHR (Global Professional in HR) certificate
PHR (Professional in HR) certificate

Chartered Institute of Human Resource

Development Bangladesh (CIHRD,B) offers,

- Chartered Human Resource Manager (CHRM), a US based
professional qualification on HRM
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Basic Themes
HRM is the responsibility of every manager.
The workforce is becoming increasingly diverse.
Current economic challenges require that HR managers

develop new and better skills to effectively and efficiently

deliver and manage HR services.
The intensely competitive nature of business today means

human resource managers must defend their plans and

contributions in measurable terms.

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