Professional Documents
Culture Documents
McGraw-Hill/Irwin
HRM is charged with programs concerned with people Effective use of people
1. Equal Employment opportunity (EEO) compliance 2. Job analysis 3. Human resource planning 4. Employee recruitment, selection, motivation and orientation 5. Performance evaluation and compensation 6. Training and development 7. Labor relations 8. Safety, health and wellness
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English
Guilds- Masons, carpenters, leather workers, other craftspeople Revolution- Changing work conditions and social patterns
Industrial
World
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managing human resources lies with specialists Strategic approach people management rests with anyone who is in direct contact with workers or line managers
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Recognizing the importance of people made HRM a major player in developing strategic plans
HRM strategies must reflect the organizations strategy regarding
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Analyze/solve
problems from a profitoriented point of view Assess/interpret costs and benefits of HRM issues Use realistic, challenging, specific, and meaningful goals in planning models Prepare reports on HRM solutions to problems Train HR staff to emphasize importance of profits
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Manage change to the mutual advantage of individuals, groups, the enterprise, and the public
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The effectiveness of the human resource declines more quickly than all other resources
An investment in people effects organizational
Operating Managers Meetings Phone calls Problem solving Training Scheduling work
Compensation
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Joint-decision Conflict
Discipline
Working conditions Transfer or termination Promotion Employment planning
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Different Viewpoints
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Demography
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HR specialists are encouraged to Analyze every activity and prove its value Understand all aspects of the business Become strategic partner with line managers Seek out operating managers Help managers avoid problems Be flexible and open to ideas of others
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Ascertain company needs for its competence Evaluate use & satisfaction among other departments Educate everyone about HRM services Have HRM strategic plans build on firms strengths Develop competitive advantage over other firms
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Production
Marketing
R&D
Investments
IT
Advertising
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These must become so important and effective that every unit in the firm knows they are needed for success:
The compensation system Training opportunities Diversity management programs
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Major Objectives
Resources
Procedures
Policies
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Average = 1 specialist per 100 employees Less for construction, retail agriculture, wholesale, services More for public utilities, durable goods manufacturing, banking, Insurance, government
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Typically reports to the top manager HRM and another function may be in a single department HRM is typically a unit in the business office
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A policy is a general guide that expresses limits within which action should occur
Arises from past or potential problems Frees managers from making certain decisions Ensures some consistency in behavior Allows managers to concentrate on decisions
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