Académique Documents
Professionnel Documents
Culture Documents
MANAGEMENT
Arranging
Setting
for human Directing Monitoring
goals
and and and
and
non human motivation evaluation
defining a
resources
strategy
Types of Organizational Resources
RESOURCES
Material Resources
Human Resources
The CEO
Land
Managers
Building
Supervisors
Machinery
Factory Workers
Technology
Field Workers
Raw Material
Peons
Finished Goods
Security Staff
Financial Assets
What is HRM all about?
• HRM is about managing the most valuable
assets of an organization---the people
working there.
• Human resource management is both an
academic theory and a business practice
that addresses the theoretical and
practical techniques of managing a work
force
HRM---Defined
• Definition: “a series of activities which:
first enable working people and their
employing organizations to agree about the
objectives and nature of their working
relationship and,
secondly, ensures that the agreement is
fulfilled" (Torrington and Hall p. 49)
Why do we need HRM---?
• Humans are different from machines
• Each individual is different from the other
• They individually and collectively work for
the achievement of organizational goals
• Humans can produce more than machines
if properly motivated
• So we need to study human resource
management as a separate subject
A Historical Background
• Previously, also known as personnel
management, industrial relations, industrial
psychology, employee relations
• Prior to mid-1960s, personnel department was
perceived as the “health and happiness” deptt.
• Their primary job activities involved:
Planning company picnics
Scheduling vacations
Planning retirement parties
Goal of the HRM
• Now a days, HR department has become a
backbone of the organizations
• The goal of human resource management
is to help an organization to meet strategic
goals by attracting, and maintaining
employees and also to manage them
effectively.
Basic functions of HRM
Staffing
Training
Maintenance HRM And
Goals Development
Motivation
The Staffing Function
• Activities in HRM
related with seeking,
attracting and hiring
qualified people
• It is made of several
factors like:
– Strategic HR planning
– Recruiting
– selection
The Training and Development
Function
• Activities in HRM related
with assisting employees to
develop up-to-date skills,
knowledge and abilities
– Training: acquiring better
skills for their job
– Development: preparing
employees for their next
promotion/ position
The Motivation Function
• Activities in HRM related
with helping employees
work at high energy levels
• Motivation is a function of
willingness and ability
(skills) to do the job
The Maintenance Function
• Activities in HRM related
with the maintaining
employees’ commitment
and loyalty to the
organization
• HRM must ensure that the
work environment is safe,
healthy, caring for
employees and as per the
government rules and
regulations
Assignment
Training
Maintenance HRM And
Goals Development
Motivation
The Staffing Function
1- Strategic HR Planning
2- Recruiting
3- Selection
Activities in HRM
HR Planning Recruitment Selection
Strategic HR Planning
Strategic HR planning
• Strategic HR planning is forecasting the future
work force needs of an organization
• It is a process by which an organization
ensures that it has the right number and kind of
people capable of effectively and efficiently
completing the organizational tasks
Forecasting the Workforce
Mission •Determining the business type
Structure/
•What jobs to be done and by whom
Design
Job Analysis
Chapter 8
Socializing, Orienting, and Developing Employees
Basic Functions of HRM
Staffing
HRM Training
Maintenance Goals And
Development
Motivation
Training and Development
• Activities in HRM related with assisting
employees to develop up-to-date skills,
knowledge and abilities
(Metamorphosis= Transformation,
the process of accepting changes
in response to a new environment)
The Insider-Outsider Passage
A Socialization Process
The Purpose of New-Employee
Orientation
• Orientation may be done by the supervisor, the
HRM staff or some combination.
• Formal or informal, depending on the size of the
organization.
• Covers such things as:
– The organization’s objectives
– History
– Philosophy
– Procedures
– Rules
– HRM policies and benefits
– Fellow employees
The Purpose of New-Employee
Orientation
• Learning the Organization’s Culture
– Culture includes long-standing, often unwritten
rules about what is appropriate behavior.
– Examples: open or closed culture, absenteeism
– Socialized employees know how things are
done, what matters, and which behaviors and
perspectives are acceptable.
The Purpose of New-Employee
Orientation
The CEO’s Role in Orientation
• Senior management are often visible during
the new employee orientation process.
• CEOs can:
– Welcome employees.
– Provide a vision for the company.
– Introduce company culture -- what matters.
– Convey that the company cares about
employees.
– Reduce some new employee anxieties and help
them to feel good about their job choice.
The Purpose of New-Employee
Orientation
HRM’s Role in Orientation
• Coordinating Role: HRM instructs
new employees when and where
to report; provides information
about benefits choices.
• Participant Role: HRM offers its
assistance for future employee
needs (career guidance, training,
etc.).
Employee Training
Definitions
– Employee training
a learning experience designed to
achieve a relatively permanent change
in an individual that will improve the
ability to perform on the job.
– Employee development
future-oriented training, focusing on the
personal growth of the employee.
Employee Training
Determining training needs
• Specific training goals should be based on:
– organization’s needs
– type of work to be done
– skills necessary to complete the work
• Indicators of need for more training:
– drops in productivity
– increased rejects
– inadequate job performance
– rise in the number of accidents
Employee Training
• Determining training needs
– The value added by training must
be considered versus the cost.
– Training goals should be
established that are tangible,
verifiable, timely, and
measurable.
Employee Training
Training
Maintenance HRM And
Goals Development
Motivation
The Motivation Function
• Activities in HRM related with helping
employees work at high energy levels
• Motivation is a function of willingness and
ability (skills) to do the job
Safety Needs
Security and protection
Physiological Needs
Food, Water, Shelter, Sleep
Exercise
How can we group various job related
incentives according to Maslow’s
theory?
Application of Maslow’s Theory
General Examples Organizational Example
Motivators
Self-actualization Growth in Job
Responsibility
Esteem Needs Advancement
Recognition
Affiliation or
Acceptance
Maintenance Factors
Status
Security or Interpersonal relations
Safety Quality of supervision
Company policies
Physiological Working conditions
Needs Job security
Salary
Skinner’s Reinforcement Theory
• Law of Effect: Behaviors having pleasant or positive
consequences are more likely to be repeated and
behavior having unpleasant or negative
consequences are less likely to be repeated.
• Individuals can be motivated by proper design of
their work environment and by praise for their
performance
• Punishment for poor performance produces
negative results
Types of Reinforcement
1. Positive Reinforcement: A techniques
aimed at increasing a desired behavior by
providing pleasant or rewarding
consequences.
2. Negative Reinforcement: A technique
aimed at decreasing an undesired
behavior that involves providing
unpleasant consequences
Then----What Motivates People?
• Extrinsic Rewards: include benefits, praise
and recognition, status symbols and money
(Salary, wages, bonuses, company-paid insurance, medical facilities)
• Intrinsic Rewards: include a feeling of
accomplishment and self-actualization
• Pay may be based on individual, group and
organizational performance
Challenging
Challenging Equitable
Equitable
Jobs
Jobs Rewards
Rewards
Supportive
Supportive Good
Good Work
Work
Colleagues
Colleagues Environment
Environment
Challenges of
motivating employees
Challenges of motivating
employees
Changing workforce
– younger generation employees have different
needs and expectations to senior workers
– people have more diverse values – results in
more variety in what motivates employees
Cultural values
– globalisation has added to diversity
Motivating People at Work
Motivating People at Work
Provide
flexible work, leave, and pay
schedules.
Provide child and elder care benefits.
Structure working relationships to account
for cultural differences and similarities.
That’s All
Folks!
Wish you Best of Luck;
Enjoy
Basic functions of HRM
Staffing
Training
HRM
Maintenance And
Goals
Development
Motivation
The Maintenance Function
• Activities in HRM related with maintaining
employee’s commitment and loyalty to the
organization
• HRM must ensure a safe and healthy
working environment; caring for the well
being of employees
Health & Safety
Occupational health & safety refers to the
physiological (physical and psychological)
conditions of a workforce that result from
the work environment provided by the
organization.
Elements of Workplace
Safety and Health
Physical Conditions:
– Conditions resulting from the workplace
environment that include occupational
diseases and accidents, such as:
• Repetitive motion injuries–Packing and
Assembly line workers
• Back pain- jobs requiring continuous sitting or
pressure on low back
• Asthma- chronic allergy due to continuous
exposure to Allergens
Occupational diseases & accidents
Cancer- several carcinogenic chemicals
HIV/AIDS, Hepatitis B & C, other communicable
diseases
Loss of limb (when working with machines and as
in de-mining programs)
Cardiovascular disease
Loss of life
Psychological Conditions:
– Conditions resulting from the workplace
environment that result from
organizational stress and low quality of
working life. These include:
• Dissatisfaction, withdrawal
• Mistrust in others, irritability
Causes of Accidents
Unsafe conditions
Physical conditions
• defective equipment
• inadequate machine guards
• lack of protective equipment
• Environmental conditions
• Noise
• dust, fumes
• stress
Unsafe behaviors
Lack of proper training
Causes of Accidents
Human
– Overwhelming majority
– Carelessness
– Intoxication
– Daydreaming
– Inability to do the job
– Other human deficiency
How to Reduce Workplace
Accidents?
Reduce unsafe conditions.
Emphasize safety.
Safety committees.
What is Stress?
Stress is an adaptive response,
moderated by individual differences,
that is a consequence of any action,
situation, or event that places
special demands on a person.
128
A Model of Stress
Potential Sources Consequences
Organizational Physiological
Experienced
Factors Symptoms
Stress
Individual Behavioral
Factors Symptoms
Prentice Hall, 2001 Chapter 18 130
Is stress good or bad?
Stress Management and
Prevention
Stress Management
Programs
Training
– Time management
– Coping skills
Wellness
– Assessment
– Self-help materials
– Group programs
Relaxation
Enough for
today. . .