HUMAN

RESOURCE
MANAGEMENT
 CHAPTER 1
•Define HR Mgt.
Human resource management (HRM) is the process of finding, employing, deploying, and
managing personnel in a company. Human resource management (HRM) is a term that is
commonly used interchangeably with the term "human resources" (HR).

•Recognize the brief of HR Mgt.

Human Resource Management (HRM) has a long history that goes back to the late 1800s, when
welfare officers (sometimes known as "welfare secretaries") had first been established. They
were women working in the field of women's and girls' safety. Their origin was a reaction to the
following: harsh industrial situations.
-1920s- It dealt with the technical elements of employing, assessing, training, and paying
employees in the 1920s. Traditionally, the field did not pay attention to the impact of unequal
hiring practices on overall organizational performance.
-1970s- HRM arose in reaction to the significant increase in competitive pressures that
American businesses began to experience in the late 1970s. Globalization, deregulation, and
fast technological development were among
-In 1916, it became mandatory for explosive manufacturers to employ a welfare worker, while
munitions firms were urged to do so. During World War I, the army forces put forth a great deal
of effort in this area. During World War One, Mary Wood was instructed to begin courting
females.

•Understand the rule of HR Mgt. in business organization

Planning, organizing, staffing, leading/directing, controlling/monitoring, and motivating are all
responsibilities of management. These functions allow management to develop plans and
gather resources in order to guide operations and track results.
•Recruitment, hiring, and on-boarding
•Organizational structure maintenance and monitoring
•Performance appraisal
•Ensuring that each employee understands the mission, vision, objectives and visualizes their
role in the reorganized company
•Guides employees whenever there are new policies or systems and ensures that all transitions
or movements are smooth
•Gathering and analyzing constant feedback from employees
•Matches organizational development opportunities to employees
•Formulates additional skills training for employees

•Review a model to the best organize to a functional areas of HR Mgt.

Standard Causal Model of HRM is the most commonly used HR model. The model is based on a
number of other models that were released in the 1990s and early 2000s. The model
demonstrates a causal chain that begins with company strategy and concludes with (better)
financial performance via HR operations.

•Apply the 8 functional areas and their key activities respectively

8 FUNCTIONAL AREAS:
1. Strategy & Planning,
planning
ametrics
technology
2. Compliance
equal employment
federal regulation
state requlation
local regulation
3. Talent Management
recruitment
interviewing
hiring
selecting
4. Trainind & Dev’t.
traning
development
career
planning
5. Performance Mgt.
appraisal
improvement
intervention
6. Total Rewards
benefits
recognition
work-lifet
7. Safety & Health
employees
safety
security
work comp
8. Employee & Labor Relations
policy
investigation
labor relation
employee rights