HUMANRE MODULE 1 (TOPIC 1)
HUMAN RESOURCE MANAGAMENT
 the formal system designed to
manage people in an organization.
 like a pinwheel; the management of
people in an org is at the center of 8
functional areas of human resources
8 FUNCTIONAL AREAS
 STRATEGY AND PLANNING
- identifies & manages current and
future needs to achieve
organizational goals.
- Activities: analysis, planning,
effectiveness, metrics,
technology
 COMPLIANCE
- doing what is asked or required
by federal, state and local gov’t
in the management people.
- Activities: equal employment,
federal regulation, state
regulation, local regulation
 TALENT MANAGEMENT
- integrative processes to attract,
motivate and retain productive
and engaged employees.
- Activities: recruitment,
interviewing, selecting, hiring
 TRAINING & DEVELOPMENT
- about the betterment of people
and performance through info
they will use.
- Activities: training, development,
career planning
 PERFORMANCE MNGMENT
- process used to ensure the
organization connects mission w/
the work of its employees.
- Activities: appraisal,
improvement, intervention
 TOTAL REWARDS
- financial & non-financial tools
used to attract, motivate and
retain employees.
- Activities: compensations,
benefits, recognition, work life
 SAFETY AND HEALTH
- ensuring the safety, health and
welfare, and security of the
employees.
- Activities: employee safety,
security, workers compensation
 EMPLOYEE & LABOR
RELATIONS
- focuses on the relationship of
employees w/ the organization
and w/ each other.
- Activities: policy, investigations,
labor relations, employee rights
IMPORTANCE OF HRM
 RECRUITMENT DECISIONS
- Employees who are expert and
talented enough for the work
- Recruit employees that are
expert, experienced, and highly
professional in nature.
- Have to be well aligned w/ the
values and objectives of the firm.
 TRAINING & DEVELOPMENT
- HRM dept has to plan & execute
various seminars, programs,
orientations, and induction for
the employees to accomplish its
goals & objectives
 PERFORMANCE APPRAISALS
- Most important fundamentals of
the corporate firms.
- Plays a very crucial role in
employee motivation, annual pay
packages and benefits of the
employees to their overall work.
 EMPLOYEE MOTIVATION
- HR dept plays quite an important
role in keeping the employees
motivated to fulfill their roles &
responsibilities
- Through giving annual
performance appraisals, pay
packages, challenging tasks and
etc. makes them realize their
potential.
  SOLVING ISSUES AND
GRIEVANCES OF THE STAFF
- It is the HR department’s role to
solve all the issues and problems
of the employees
- The team has to keep in mind the
decision arrived to solve the issue
is in the benefit of the firm
 FORMULATING POLICIES AND
COMPLIANCES
- Firm needs to have a well-
defined set of norms, policies,
and compliances.
- It is the HR department’s duty to
formulate policies & compliances
to keep the interest, business
ethics, core values, aims, and
objectives of the firm.
 KEEPING THE WORK
ATMOSPHERE POSITIVE
- Keep the working environment
of the firm healthy and positive
in nature.
- The dept has to plan various off
sites for the rejuvenation of the
employees along with attaining
the tasks and goals.
 MAINTAINING PUBLIC
RELATIONS
- One of the main tasks and
responsibilities of HRM dept is
to maintain good, fruitful,
healthy, and long-term relations
with all the stakeholders
 ATTRACT TALENT
- Firm will surely attract quality
and talented workforce if it has a
well-placed and motivating HR
department.
MODULE 1 (TOPIC 2)
HUMAN RESOURCE STRATEGY
 Identifies and manages current and
future needs to achieve
organizational goals
STRATEGY
 Depends on great human resource
planning, identifying current and
future needs
3 CORE ELEMENTS TO AN HR PLAN
 STRATEGY
- An extension of mission
- A bridge between the
organization and its environment
- Serves as the main foundation of
any plan as the extension of the
company’s mission and vision
statement
 GOALS
- A statement of desired outcomes
towards w/c effort is directed
- Every company should have an
attainable set of goals
- By having this, the company is
able to identify their desired
outcomes and organize proper
effort and action in the proper
direction
 ACTIONS
- The most important things that
need to be done to reach goals
- By knowing the direction of the
company is heading towards, we
are then able to choose the proper
actions in order to reach that goal
HR PLANNING
 A link between human resource
management and an organization’s
strategic plan
 Includes figuring out:
- Where you are – understanding
the current human resource
reality
- Where you want to go –
identifying a vision for the future
of particular HR management
functions
- How to get there – bringing the
plan to reality through
measurable people management
action

THE GOAL
 Ultimately to improve organizational
performance through HR activities
STRATEGIC PLANNING
 Process of defining organizational
strategy, direction, and allocating
resources toward its achievement
STRATEGIC PLANNING PROCESS
 Involves several sequential steps that
focus on the future of the firm
organizational level strategies to
accomplish objectives
EFFECTIVE STRATEGY
 Relies on managers who are willing
to closely assess current conditions
and develop a game plan that enables
the firm to overcome obstacles and
sustain success
MODULE 1 (TOPIC 3)
HR MANAGEMENT MODEL
 Define 8 key in interrelated functions
of HR management
 Each functional area is clearly
defined to help us talk about HR
management

TIMELINE
 Strategic planning cycle typically
covers a 3 to 5-year time frame
 Some firms conduct long-term
planning that can cover 10 years or
more
FORCES
 Management often considers both
internal and external forces that HR MANAGEMENT CHALLENGES
affect company  Often driven by competitive factors
MISSION that exists in an industry
 Guiding force behind strategic  Require a response of positive
planning process practices to remain competitive
 Core reason for existence of the SOME OF THE CHALLENGES
organization  COSTS
ANALYSIS - Overriding theme facing
 Analysis of strength, weaknesses, managers and organizations is
opportunities, and threats (SWOT) is the need to operate in a “cost-
common starting point less” mode
- Cost-less mode – continually
 It allows managers to consider both
looking for ways to reduce cost
internal and external conditions that
of all types
the business faces
 SKILLS
STRATEGY
- Various regions and industries
 Managers determine the objectives
face significant workforce
for the planning cycle and formulate
shortages because of an
 inadequate supply of workers w/ - Customers
skills
 GLOBALIZATIONAL
- Shifted from trade and
investment to the integration of
global operations, management,
and strategic alliances
- Significantly affected how
human resource are managed
 DIVERSITY
- Racial and ethnic minorities for a
growing percentage of the overall
labor force
 GENDER
- Women constitute about 50% of
the US workforce but they may
be a majority in certain
occupations
 AGE
- Population is aging, resulting in
an older workforce
- Significant number of experience
employees will be retiring in the
near future, changing to part-time
work, or shifting their
employment
 TECHNOLOGY
- Increased use of technologies in
the workplace impacting the way
HR activities and managerial
functions are performed
FACTORS AFFECTING HRM
 EXTERNAL FACTORS
- State of the company
- Labor market
- Political and legal
- Technological developments
- Socio-cultural factors
 INTERNAL FACTORS
- Shareholders
- Organization’s objectives
- Organization’s culture
- Organization’s size
- Management style
- Type of employees
- Strength of unions