Hello everybody!

My name is FHQ. I’m going to teach HRM this fall. Before we start let’s take a look at the course outline.
This course has a prereq. If anyone hasn’t taken that, pl leave this class now.
Can we change the schedule? Can we meet some other time instead of 11:20 in the morning?
Pl take a moment to look at the assignments and break down of grades. Then look down below to know my
expectations for these assignments. The grading policy will follow the school’s
Indiv assignments. Group project Exams
Now look at the course content pl. Pl know if req I may change this outline anytime during the semester.
But we’ll definitely try to follow as much of it as possible.The first midterm will take place about a month
from now while the second will be 2 weeks after the first one. I’ve assigned a number of sessions for the
project presentations. Pl form your groups next class and submit the project outline with the names of your
group members before the first midterm. As I said, sooner is better.
Now can we have some ice breaking here? Could you tell me a little bit about yourselves? Each one
starting fm here pl tell us your name, what semester you are in/ or how many credits you’ve taken so far,
and your early schools..where you went for high school and college.
If you have any q about me, pl feel free to ask.
Actions: Note that, these three types of behavior: productivity, absenteeism, and turnover, have proved to
be important determinants of employee performance. Clearly, high rates of absenteeism and turnover
hamper the quality and quantity of employee output/ performance. Turnover increases costs and tend to
place less experienced people in the jobs.
Attitude: Job satisfaction is indirectly correlated to productivity. Satisfaction negatively related to
absenteeism and turnover.
Organization: Finally, psychology/ sociology are well known disciplines that study behavior. But OB is
particularly concerned w/ work related behavior, which takes place in organizations only.
What is an organization? An org is a formal structure of planned coordination, involving two or more
people who share a common purpose.
Now, let’s talk about HRM a little bit.
It’s about people. So, HRM is concerned w/ the people dimension in mgt. If you take 2 orgs w/ same
technology, same equipment, same bank balance, same quality, same resources the only thing that comes
b/w the two is their human resources.
Getting and keeping good people is critical to the success of every org, profit or nonprofit, private or
public. If we look at HRM more specifically….
We see that the process is made up of 4 major functions: Acquisition, Development, Motivation, and
Maintenance. In simple terms: how you….
Therefore, these 4 functions are involved w/ these main activities. Acquisition entails planning,
recruitment, and selection of the HR in an org. Development sees the training part of HR. …….
Look at the Course Outline one more time and you’ll see these four functional areas are all we’re going to
learn this Fall.
Now why is HRM important for a business.
Globalization: The world has turned into a ‘global village’.
Diversity: “Melting Pot” concept being replaced by “salad bowl” concept. Pre-80s workforce: typically
white male full time working w/ wife & school aged children at home. Now they’re the minority. Currently
almost half the workforce is women, one/fifth minorities and immigrants.
SO, HR must work towards employee retention and productivity but not discriminating anyone. If good,
diversity can provide different perspective, fresher outlook, but if not positively managed, there’s potential
for higher turnover, difficult communication, more inter-personal conflict.
Empowering workforce: In many companies, employees are now called ‘associates’. ‘Managers’ are
replaced by coaches, advisers, sponsors. Managers are learning to give up control. This empowerment is
changing leadership style, work structure, organization design.
Temporariness: The concept of continuous improvement implies constant change. So note, job description
changes b/cos job structure may change.
Declining employee loyalty: Companies are being ‘lean and mean’ by continuous change => thus sharp
decline in employee trust and loyalty.