Chapter one

summary
Introduction to HR
Human resource management activities such as:
 Hiring, training, appraising, compensating, and developing
employees are part of every managers job.

What is human resource management ?

 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.

Why is human resource management important to all managers?

 These concepts and techniques important to all managers for
several reasons:
 Avoid personal mistake:
 Hire the wrong person for the job
 Experience high turnover
 Have your people not doing their best
 Waste time with useless interviews

Basic HR concepts
HR creates value by engaging in activities that produce the employee
behaviors that the company needs to achieve its strategic goals
  Line manager: a manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the
organizations tasks.

 Staff manager: a manager who assists and advises line

managers.

Line managers HRM responsibilities

1. Placing the right person on the right job.
2. Starting new employees in the organization
3. Training employees for jobs that are new to them
4. Improving the job performance of each person.
5. Controlling labor cost
6. Developing the abilities of each person

High performance work system practice

o Employment security
o Selective hiring
o Extensive training
o Self-managed team/decentralized decision making
o Information sharing
o Transformational leadership
 New approach to organization HR
Organize their HR service around four groups:
 The transactional HR group uses centralized call center and
outsourcing arrangements.
 The corporate HR group focuses on assisting top management in
top level big picture issues such as developing and explaining the
personal aspects.
 The embedded HR unit assigns HR generalists like sales and
production.
 The center of expertise, they provide specialized assistance in
areas such as organizational change.

The new human resource managers

1. They focus more on strategic, big picture issues
2. They use new ways to provide transactional services
3. They take an integrated, talent management approach to
managing human resources.
4. They manage ethics
5. They manage employee engagement.
6. They add value
 Benefits of a high-performance work system
 Generate more job applicants
 Screen candidates more effectively
 Provide more and better training
 Link pay more explicitly to performance
 Provide a safer work environment
 Conduct more performance appraisals.

Measure HR contribution
 The HR Scorecard
Shows the quantitative standards, or “metrics” the firm uses to
measure HR activities.

The human resource manager’s proficiencies

 New proficiencies
1. HR proficiencies
2. Business proficiencies
3. Leadership proficiencies
4. Learning proficiencies

HR Certification
 HR is becoming more professionalized.
 Society for human management.
 The human resource manager’s proficiencies (cont’d)
 managing within the law
1. equal employment laws
2. occupational safety and health laws
3. labor laws

 managing Ethics
1. Ethical lapses
2. Sarbanes-oxley in 2003