INTRODUCTION TO

HUMAN RESOURCE
MANAGEMENT

Instructor: NGUYỄN VÂN THUỲ ANH, PhD

Human Resources Management Division
Faculty of Human Resources Management and Economics

1 Copyright © 2011 Pearson Education, Inc.

publishing as Prentice Hall
 MODULE PROFILE
 Course Name: Human Resource Management
 Course code: NLQT1103
 Course Prerequisite: Essentials of Management/Management

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 LECTURER’S INFORMATION
 Full name: Nguyen Van Thuy Anh Tittle: Lecturer

 Phone number: 0988082099

 Email: thuyanhnv@neu.edu.vn,
thuyanhnv@yahoo.com
 Faculty/ Institute: Faculty of Human Resource Management
and Economics
 Website: http://www.khoaquanlynguonnhanluc.neu.edu.vn/

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 REQUIRED MATERIALS
REQUIRED TEXTBOOK
 Gary Dessler, Human Resource Management,13th edition,
Prentice Hall 2013
 Robbins S. and Judge T., Organizational Behavior, 5th edition
2013, Pearson Education, Inc

OTHER REQUIRED MATERIALS & INFORMATION

 Byars, L. L and Rue, L. W. (2008), Human Resource Management,
9th edition, McGraw-Hill Companies Inc., Boston.

 Nguyễn Ngọc Quân, Nguyễn Vân Điềm (2012), Giáo trình Quản trị
nhân lực, Nhà Xuất bản Đại học KTQD, Hà Nội

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 Texts and readings for the chapters
 Introduction: Gary Dessler, Human Resource Management,13th edition,
Prentice Hall 2013, chapter 1,2,3
 Job Analysis, HR Planning, Recruitment: Gary Dessler, Human Resource
Management,13th edition, Prentice Hall 2013, chapter 4,5,6,7
 Motivation: Robbins S. and Judge T., 5th edition 2013, Pearson Education,
Inc, chapter 07
 Performance appraisal: Gary Dessler, Human Resource Management,13th
edition, Prentice Hall 2013, chapter 9
 Training & Development: Gary Dessler, Human Resource Management,13th
edition, Prentice Hall 2013, chapter 8
 Compensation & Benefit: Gary Dessler, Human Resource Management,13th
edition, Prentice Hall 2013, chapter 11, 12, 13

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 COURSE DESCRIPTION
 This course examines the evolving human resources function in today’s
organizations. The course covers the following contents:

 The concept, functions and importance of human resource management as

well as the role and authorities of human resource management department.

 Basic human resource management activities including job analysis, human

resource recruitment and selection, performance appraisal, human resource
development and training and compensation.

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 COURSE OBJECTIVES
 Upon the completion of this course, students should be able to:

 Understand the importance of human resource management in an organization,

the responsibility of managers and human resource specialists in managing
human resources.

 Demonstrate ability in designing and implement human resource

management activities, diagnose problems and propose solutions to solve
problems associated with managing people in an organization.

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COURSE REQUIREMENT & GRADING
POLICY

Class Participation 10%

Group assignment 40%

Exams 50%

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 Class Participation

 Class participation points will be based on general class attendance,

contribution in class and compliance with the class rules delineated below.
 Poor class attendance, little contribution in class or non-compliance with
class rules will result in a poor class participation grade.
 This class meets only one day per week, and much information must be
covered to help you maximize your potential for success at EPMP and in
life after the University
 THEREFORE, IF YOU MISS MORE THAN THREE CLASSES--
EXCUSED OR UNEXCUSED—YOU WILL RECEIVE A FAILING
GRADE FOR THE COURSE.

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 Communication
 Studies show that students who engage in one-on-one discussions with
the instructor about the course receive better grades.
 I, therefore, encourage your discussion with me.
 You can communicate during office hours, email or in class discussions.
 You can communicate in verbal or written manners. Don’t hesitate to
interrupt me whenever you need.
 I also encourage feedback on the classes, lectures, teaching and reading
materials.
 We enhance the class every semester and your thoughts are valuable in the
process.

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 Group Project
The Group project is an analysis of a topic assigned by teacher.
Groups will be decided by the 1st class.
A research proposal will be handed in the 2nd class.
The presentations will run class 7 or 8
The paper will be 15-20 pages in length of text (excluding
appendices, cover page, references, table of contents etc.) in
proper format.
The presentation will be a 15 minute presentation based on your
paper with a 10 minute Q&A.

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 Group Project – 40%

 Group formation 1st class

 Number of group members 5-6 students/group
 Diversified worked group
 List of group: 1st class

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 In-class-discussion 5%

 From week 2, there will be In-class-discussion or In-class-

debates
 List of individual presentations: 1st class
 In-class-discussion takes from 15 to 20 minutes per session
 In-class-discussions are opportunities for students to answer
the questions that raised by lecturer in previous class(es)
 Student search for practical/theoretical information for
preparation for discussion
 Individual presentation (PPT is preferable to support) will be 2-
4 min.
 Compulsory for all students
 Bonus will be delivered for excellent debates
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 Exams
Exam will be worth 50%.
Exam will be an open-book
The exam will include multiple choice with further explanation
and critical thinking questions
The exam will include reading materials which presented and
discussed in the class and any others presented by guest lecturers.

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 CHAPTER 1: INTRODUCTION TO
HUMAN RESOURCE MANAGEMENT

Instructor: NGUYỄN VÂN THUỲ ANH, PhD

Faculty of Human Resources Management and Economics

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 Brief introduction about the chapter

 Human Resource Management is one of the important activities that contribute to

improving the performance of the organization.

 This chapter presents the concept and role of human resource management in the
organization, the management philosophy, the basic human resource management
activities and responsibility of the people involved in managing human resource as
well as factors affecting human resource management activities of the organization.

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 Contents

1.1 Definition and role of human resource management in an organization

1.1.1. Definition and purpose of human resource management

1.1.2. Human resource management activities

1.1.3. Importance of human resource management

1.2. Line and Staff Aspects of Human Resource Management

1.2.1. Line Managers Human Resource Duties

1.2.2. Human Resource Manager Duties

1.3. Factors affecting human resource management activities in an organization

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 1.1 Definition and role of human resource
management in an organization
1.1.1. Definition and purpose of human resource management

1.1.2. Human resource management activities

1.1.3. Importance of human resource management

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LEARNING OUTCOMES
1. Explain what human resource management is and how
it relates to the management process.
2. Show with examples why human resource management
is important to all managers.
3. Illustrate the human resources responsibilities of line
and staff (HR) managers.
4. Briefly discuss and illustrate each of the important
trends influencing human resource management.
5. List and briefly describe important trends in human
resource management.

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 Human Resource Management at Work
 What Is Human Resource Management (HRM)?
 The process of acquiring, training, appraising, and compensating
employees, and of attending to their labor relations, health and safety, and
fairness concerns.
 Organization
 People with formally assigned roles who work together to achieve the
organization’s goals.
 Manager
 The person responsible for accomplishing the organization’s goals, and
who does so by managing the efforts of the organization’s people.

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 The Management Process

Planning

Controlling Organizing

Leading Staffing

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 Human Resource Management Processes

Acquisition

Fairness Training

Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensation

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 Personnel Aspects of a Manager’s Job
 Conducting job analyses
 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries
 Providing incentives and benefits
 Appraising performance
 Communicating
 Training and developing managers
 Building employee commitment

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 Personnel Mistakes
 Hire the wrong person for the job
 Experience high turnover
 Have your people not doing their best
 Waste time with useless interviews
 Have your firm in court because of discriminatory actions
 Have your firm cited by OSHA for unsafe practices
 Have some employees think their salaries are unfair and
inequitable relative to others in the organization
 Allow a lack of training to undermine your department’s
effectiveness
 Commit any unfair labor practices

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 1.1.2. Human resources management
activities in organizations
 Job analysis
 Human resource planning
 Recruitment and staffing
 Performance evaluations
 Training and development vs career planning
 Compensation and benefits
 Labor - management relations

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 JOB ANALYSIS
 A job analysis is a systematic process of collecting data for
determining the knowledge, skills, abilities, and other
characteristics (KSAOCs) required to successfully perform a
job and make judgments about the nature of a specific job.

 Products of job analysis

 Job description
 Job specification
 Performance standards

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 RECRUITMENT AND SELECTION
 Recruitment and selection are to fill in vacancies of public
organization with competent employees

 Recruitment is the process of attracting qualified candidates to

apply for vacant positions within an organization.
 Selection is process of scanning, filtering and choosing the
most suitable candidates.

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 PERFORMANCE EVALUATION
 Performance evaluations provide management with essential
information for making strategic decisions on employee
advancement, retention, or separation.

 Used to support job analysis and recruitment efforts,

performance evaluations are an important component for
forecasting the KSAOCs available within the organization

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 TRAINING AND DEVELOPMENT

 The demands placed on organizations keep changing, and

technology has taken on much of the mentally and physically
repetitive tasks that employees once performed.
 Positions today require employees to possess greater skills as
they assume more challenging responsibilities.

=> As organizations keep changing, they must implement training

and development programs to ensure that their staff have the
necessary KSAOCs to confront these new challenges.

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 COMPENSATION AND BENEFITS
 Compensation and benefits are making decisions about
salaries, incentives, benefits, and quality- of- life issues.
 Strategic decisions about pay levels, pay structures, job
evaluation, and incentive pay systems influence the ability of
an organization to compete in the marketplace, attract the most
qualified and competent applicants, and retain its most talented
and productive employees.
 Benefits are part of the compensation system and are
commonly referred to as indirect compensation. An attractive
benefit package can assist in the recruitment and retention of
qualified employees.

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 LABOR - MANAGEMENT RELATIONS

 Labor - management relations concern with the legal framework

governing collective bargaining in the public sectors, mental health and
substance abuse benefits, child care benefits, incentive awards, employee
individual development plans, and flexible work schedules

 To remain competitive, management and unions have had to rethink their

adversarial relationship and work together to creatively resolve problems
and develop solutions that benefit both labor and management.

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 1.2. Line and Staff Aspects of Human Resource
Management
1.2.1. Line Managers Human Resource Duties

1.2.2. Human Resource Manager Duties

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 Line and Staff Aspects of HRM
 Line Manager
 Is authorized (has line authority) to direct the work of subordinates
and is responsible for accomplishing the organization’s tasks.
 Staff Manager
 Assists and advises line managers.
 Has functional authority to coordinate personnel activities and
enforce organization policies.
 Line Managers’ HRM Responsibilities
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
 Human Resource Managers’ Duties

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy
Responsibilities and roles of human resource
management in the organization

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1.3. Factors affecting human resource management
activities in an organization
Trends Shaping Human Resource Management
Globalization
and Competition
Trends

Indebtedness
(“Leverage”) and Technological
Deregulation Trends
Trends in HR
Management
Workforce and
Trends in the
Demographic
Nature of Work
Trends

Economic
Challenges and
Trends

37 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

 Homework for In-class-discussion. Class 2
1. Describe a organization
 Name?
 Functions of organization - What are they doing?
 Organizational chart?
 Products or services they are providing?
 Their operational activities?
 What are their competitors?

31 Competitiveness in business - How do you know and What

do you know?

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 Q &A

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