Professional Documents
Culture Documents
Chapter 01
Chapter 01
1-2
Human Resource
Management
and the Environment
McGraw-Hill/Irwin
Human Resource Management, 10/e © 2007 The McGraw-Hill Companies, Inc. All rights reserved.
1-3
Introduction
Human resource management (HRM) is the effective
management of people at work
The goal: make workers more satisfied and
productive
When an organization is concerned about people, its
total philosophy, culture, and orientation reflect it
Every manager must be concerned with people,
whether or not there is a human resources department
1-4
Introduction
HRM consists of numerous activities:
Equal employment opportunity (EEO) compliance
Job analysis
Human resource planning
Recruitment, selection, motivation, and orientation
Performance evaluation and compensation
Training and development
Labor relations
Safety, health, and wellness
1-5
Introduction
TheHRM unit is oriented toward:
Action
People
Global enterprise
The future
1-6
A Brief History of HRM
HRM can be traced to England, where craftspeople
organized guilds
They used unity to improve working conditions
The Industrial Revolution in the 18th century laid
the basis for a new, complex industrial society
Changing work conditions, social patterns, and labor
created a gap between workers and owners
During the world wars era, scientific management,
welfare work, and industrial psychology merged
1-7
A Brief History of HRM
Frederick W. Taylor, the father of scientific
management, summarized scientific management as:
Science
Harmony
Cooperation
Maximum output
Industrial psychology, initiated in 1913, focused on:
The worker
Individual differences
The maximum well being of the worker
1-8
A Brief History of HRM
Personnel departments were created to deal with:
Drastic changes in technology
Organizational growth
The rise of unions
Government intervention
concerning working people
Around the 1920s, more organizations
noticed and acted on employee-management conflict
1-9
A Brief History of HRM
The Hawthorne studies (1924 to 1933):
Were to determine the effects of
illumination on workers and their output
Rather, it pointed out the importance of
social interaction on output and satisfaction
Until the 1960s, the personnel function was
concerned only with blue-collar employees
File clerk, house-keeper, social worker, firefighter,
and union trouble defuser
1-10
Strategic Importance of HRM
Today, HRM plays a major role in:
Clarifying the firm’s human resource problems
Developing solutions for them
These
principles should apply to all activities in the
HRM area
1-29
Objectives of the HRM Function
Trendsthat strain employer-employee relationships:
Telecommuting
Outsourcing HRM
Family medical leave
Child care
Spouse-relocation assistance
Pay for skills
Benefit cost-sharing
Union-management negotiation
Communication Technology
More specific
More specific
More specific
Procedures/Rules: Specific
directions for decision making
1-50
HRM Policy
A policy is a general guide that expresses limits
within which action should occur
Policies arise from past or potential problems
They free managers from making certain decisions
They ensure some consistency in behavior
They allow managers to concentrate on decisions in
which they have the most experience and knowledge
For some organizations, the next step is to develop
procedures and rules
1-51
HRM Procedures
Procedures (rules) are a specific direction to action
In large organizations, procedures are collected and
put into manuals called standard operating
procedures (SOPs)
Organizations must ensure that consistent decision
making flows from a well-developed, but not
excessive, set of policies and procedures
Procedures should be developed for only the most
vital areas
1-52
Organization of an HR Department
In most organizations, the chief HR executive
reports to the top manager
In medium- and small-sized organizations, HRM and
another function may be in a single department
In nonprofit organizations, HRM is typically a unit in
the business office
HR specialists are usually located at the headquarters
of an organization
1-53
Plan of the Book
This
book is divided into these sections:
Part 1: Introduction to HRM and the Environment