Task 4

Submitted by:
RICAH JOY D. RUBRICO

Submitted to:
Prof. ARTEMIO M. LUNARIA JR.
Chapter 9

Human Resource
Management
Getting the Right People For Managerial
Success
 9.1 Strategic Human Resource Management
HUMAN RESOURCE MANAGEMENT
Human resource management (HRM) is the strategic approach
to managing an organization's most valuable asset: its people.
It encompasses a wide range of activities aimed at effectively
utilizing human resources to achieve organizational goals and
objectives.t its core, HRM involves functions such as
recruitment and selection, training and development,
performance management, compensation and benefits,
employee relations, and HR planning.
Strategic Human
Resource Management
·HR as part of strategic planning, the decision must be
consistent with the firm’s strategic mission.

Who should be
recruited? What's the best way to
evaluate and reward
How should they be their performance?
trained?
Strategic Human
Resource Management
·
Strategic HRM (SHRM) mobilizes necessary human and social
capital.
 Strategic Human Resource Planning
Understanding Current
Understanding Current employee needs - To plan for the
future, you must understand the present-what today's
staffing picture looks like. This requires that you do a job
analysis first and from that write a job description and a
job specification.
Prediciting Future
Predicting Future Employee Needs - Means you have to
become knowledgeable about the staffing the
organization might need and the likely sources for that
staffing.
 9.2 Recruitment and Selection: Putting
the Right People into the Right Jobs
Internal Recruiting
Hiring from the inside means making people already employed by
the organization aware of job openings. Most vacant positions in
organizations are filled through internal recruitment, mainly through
job posting, placing information about job vacancies and
qualifications on bulletin boards, in newsletters, and on the
organization's intranet.
External Recruiting
Hiring from the outside means attracting job applicants from
outside the organization. Notices of job vacancies are placed
through newspapers, employment agencies, executive
recruiting firms, union hiring halls, college job-placement
offices, technical training schools, and word of mouth through
professional associations.
 Selection
It is the process of screening job applicants and choosing the best
candidate for a position.

Background
Interviewing Employment Test
Information
Application Forms, Resumes, Unstructured, Situational, & Ability, Personality,
& Reference Checks Behavioral-Description Performance, & Others
 9.3 Managing an Effective Workforce:
Compensation and Benefits

Wages or salaries Incentives Benefits

Base pay consists of the basic
wage or salary paid employees in
exchange for doing their jobs.
To induce employees to be more
productive or to attract and retain
top performers, many organizations
offer incentives, such as
commissions, bonuses, profit-
sharing plans, and stock options.
Benefits, or fringe benefits, are
additional nonmonetary forms of
compensation designed to enrich
the lives of all employees in the
organization, which are paid all or
in part by the organization.
 9.4 Onboarding and Learning and
Development

Positive onboarding Negative onboarding

experiences generate experiences generate

Increased commitment, job satisfaction, and productivity Decreased job productivity/satisfaction

Higher customer satisfaction Lower customer satisfaction
Lower turnover Higher costs/turnover
Thank You for
listening !