INTRODUCTION TO HRM

1. Basic Functions of the management process

- Planning
- Organizing
- Leading
- Staffing
- Controlling
2. Manager: a person who is responsible for accomplishing an organization’s goals by managing
the efforts of the organization’s people; accomplishing by planning, organizing, staffing, leading
and controlling
3. Planning: to establish goals and standards and to develop rules and procedures
4. Organizing: Delegating authority to subordinates and establishing channels of communication
5. Controlling: requires managers to set standards such as sales quotas, quality, standards or
production levels
6. Staffing: Determines what type of people you should hire, recruiting prospective employees,
selecting employees etc.
7. Leading: requires a manager to get others to get the job done, maintaining morale and
motivating subordinates
8. Human Resource Management: a process of acquiring, training, appraising, and compensating
employees, and attending to their labor relations
9. Human Resource Management’s Personnel-related activities
- Managing compensation
- Orienting new employees
- Appraising employee performance
- Developing employee commitment
10. Authority: The right to make decisions, to direct the work of others, and to give orders
11. Line Authority: a manager’s right to issue orders to other managers; superior-subordinate
relationship;
12. Staff Authority: manager’s right to advise other managers or employees; advisory relationship
13. Recruiter: maintains contacts within the community and perhaps travels extensively to search
for qualified job applicants
14. Line Functions: directing the activities to their subordinates; within the HR dept
15. Staff functions: assisting and advising line managers; they are also human resource managers;
outside of the HR department
16. Labor relations specialist: advises management on all aspects of union-management relations
17. HR Management Specialties
- Recruiter
- EEO coordinator
- Job analyst
- Compensation manager
- Training specialist
- Labor relation specialist
18. Compensation Manager: Develops compensation plans and handles the employee benefits
program
19. Job Analyst: collects and examines information about jobs to prepare job descriptions
20. Shared HR Groups: focuses on using centralized call centers and outside vendors
21. Embedded HR Groups: assigned directly to a department within an organization to provide
localized human resource management assistance as needed
22. Corporate HR Groups: assist top management in top-level issues such as developing the
personnel aspects of the company’s long-term strategic plan
23. Human Capital: refers to the knowledge, skills, and abilities of a firm’s workers
24. On-Demand workers: Where freelancers and independent contractors work when they can, on
what they want to work on, and when the company needs them
25. Nontraditional worker: workers with multiple jobs; who are temporary or part-time workers
26. Unbalanced Labor Force: the recent trend where in some occupations, unemployment rates are
low, while in others unemployment rates are still very high and recruiters can’t find candidates,
while in others there’s a wealth of candidates
27. Offshoring: exporting jobs to lower-cost locations abroad
28. Evidence-based human resource management
- Scientific rigor
- Existing data
- Research studies
- Critical evaluation
- Critically evaluated research/case studies
- Analytics
29. Strategic human resource management: involves formulating and executing human resource
policies and practices that produce the employee
30. Distributed HR: involves more and more human resource management tasks being redistributed
from a central HR department
31. HR department lever: ensuring that the human resource management function is delivering its
service effectively
32. Strategic results lever: the HR manager putting into place the policies and practices that
produce the employee competencies and skills
33. Employee engagement: being psychologically involved in, connected to, and committed to
getting one’s job done
34. Ethics: the standards someone uses to decide what his or her conduct should be
35. Communication: the competency that relates to the ability to effectively exchange information
with stakeholders