1–

1
 Planning

Controlling Organizing

Leading Staffing

1–
2
 What Is Human Resource Management (HRM)?
◦ The policies and practices involved in carrying out
the “people” or human resource aspects of a
management position, including recruiting,
screening, training, rewarding, and appraising.

1–
3
 Acquisition

Fairness Training

Human
Resource
Management
Health and
(HRM) Appraisal
Safety

Labor Relations Compensating

1–
4
 The bottom line of managing:
Getting results
 HR creates value by engaging
in activities that produce the
employee behaviors that the
company needs to achieve
its strategic goals.

1–
5
 Line manager
◦ A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing
the organization’s tasks.
 Staff manager
◦ A manager who assists and advises line managers.

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6
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 firm’s 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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Line Function Coordinative
Line Authority Function
Implied Authority Functional Authority

Functions of
HR Managers

Staff Functions
Staff Authority
Innovator
Employee Advocacy

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8
 Recruiters

Labor Relations EEO

Specialists Coordinators
Human
Resource
Specialties
Training
Job Analysts
Specialists

Compensation
Managers

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9
 Note: Length of bars represents prevalence of activity among all surveyed employers.

Source: HR MAGAZINE, BNA/Society for Human Resource Management, 2002.

Reproduced with permission via Copyright Clearance Center.
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 Globalization Trends

Technological Trends
Changes and Trends
in Human Resource
Management
Trends in the Nature of Work

Workforce Demographic Trends

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 Strategic Human Resource Management
◦ The organization’s intentions and plans on how
its business goals should be achieved through
people.
◦ It is based on three propositions:
 First, that human capital is a major source of
competitive advantage;
 Second, that it is people who implement the strategic
plan; and,
 Third, that a systematic approach should be adopted
to defining where the organization wants to go and
how it should get there.

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 Employment security
 Selective hiring
 Extensive training
 Self-managed teams/decentralized decision
making
 Reduced status distinctions
 Information sharing
 Contingent (pay-for-performance) rewards
 Transformational leadership
 Measurement of management practices
 Emphasis on high-quality work

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 A philosophical and
pragmatic approach to the
management of human
capital.
 Focus on the impact of
management practices on
observable financial and
organizational outcomes

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 US:
◦ Society for Human Resource Management
(SHRM)

 Bangladesh;
◦ Bangladesh Institute of Human Resource
Management Foundation
 Certificate Course on Personnel
Management.
 Certificate Course on Industrial Relations.
 Certificate Course on Organization Conflict.
 Certificate Course Consulting.
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