HUMAN RESOURCE MANAGMENT

Click to edit Master subtitle style Salmaan Rahman BBA-09, Fall 2011 Lecture 1

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The changing face of business:

The business world has changed very dramatically in the past two decades

Globalization Multinationals Supply chain management Integration & Diversification Info-technology.

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Companies are under increased pressure

Intense competition Production, supplies (resources), sales Keeping costs low Increase production Focus on core competencies and maintain competitive edge

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Human Resource Management

Is a key player in helping companies survive and thrive in todays marketplace

Every large company has a HR department The HR function helps companies meet the changing challenges they face

HR management has the key function of recruiting, hiring, training, compensating, appraising, and 4/23/12 developing the employees required to

HR management

In keeping with the fast changing trends in the business world, HR functions have been changing rapidly as well.

Info-technology plays a huge role in HR

Computerized HR activities are used to test, select, train and track employees The internet is used to recruit and sometimes hire employees

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Management:

The management process has certain basic functions

Planning

Developing plans, forecasting, establishing goals, standards, rules, procedures,

Leading

Motivating, maintaining morale, getting the job done

Organizing
Defining jobs, departments, establishing

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Human Resource Management:

HRM deals with the staffing function:

Personnel management

HRM is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and other concerns.
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Aspects of HRM include

Conducting job analysis Planning labor needs and recruiting candidates Selecting candidates Orientation and training of new hires Managing wages and salaries (compensation) Providing incentives and benefits
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Why is HRM important?

Well conducted HRM helps avoid things like:

Hiring the wrong person for the job High turnover in employees Poor performance Wastage of time and resources Legal issues (e.g. discrimination, safety issues) Feelings of unfair treatment among

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So who does HRM?

All managers are, in a sense, HR managers, since they all get involved in activities such as recruiting, interviewing, selecting and training. Yet most large corporations also have HR departments with its own top manager. The difference is in their specific functions:
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Line Managers

Line Managers

Line managers are authorized to direct the work of subordinates. Their functions include:

Placing the right person on the right job Starting new employees in their department (orientation) Training employees Improving job performance

Interpreting & implementing company 4/23/12 policies and procedures

Staff Managers:

Staff managers are authorized to assist and advise line managers in accomplishing basic goals. Three main functions:

Line Function

Staff managers exert line authority within their own department (HR department)

Coordinative function:

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Maintain communication upwards and downwards in the chain of authority (have

Staff Management functions:

Recruitment finding the pool of prospective employees from which hiring is to be done Job analysis collect and examine information about jobs to prepare job descriptions Policy developers and implementation uniform coordination across departments e.g. 4/23/12 drug policies, non-discrimination

HR Department, Large Corporation

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HR Department, Small company

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