Introduction to

Human Resource
Management

Ashikul Mahmud Erfan

Lecturer, CIU Business School
WHAT IS ORGANIZATION
Organization:
An organization consists of people with formally assigned roles who work
together to achieve the organizations goals.

Organization’s Resources:
In all organizations there are many resources that affect organizational
performance. Organizations must manage four types of assets/resources:
Physical: Buildings, land, furniture, computers, vehicles, equipment, etc.
Financial: Cash, financial resources, stocks, financial securities, etc.
Intangible: Specialized research capabilities, patents, information systems,
designs, operating processes, etc.
Human: Individuals with talents, capabilities, experience, professional
expertise, relationships, etc.
OVERVIEW OF MANAGEMENT
Manager:
The person responsible for accomplishing the organizations goals, who does
so by managing the efforts of the organizations people.

Management:
Most writers agree that managing involves performing five basic functions:
planning, organizing, staffing, leading, and controlling. These functions in
total represent the management process.
THE MANAGEMENT PROCESS
Planning

Controlling Organizing

Leading Staffing

Staffing:
Staffing: involves
involves determining
determining what
what type
type of people
people should
should be
be hired;
hired;
recruiting
recruiting prospective
prospective employees;
employees; selecting
selecting employees;
employees; setting
performance
performance standards;
standards; compensating
compensating employees;
employees; evaluating
performance;
performance; counseling
counseling employees;
employees; training and
and developing
developing employees.
employees.
WHAT IS HUMAN RESOURCES MANAGEMENT
(HRM)?
Human Resource Management is the process of acquiring, training,
appraising, and compensating employees, and of attending to their labor
relations, health and safety, and fairness concerns.

Human Resource Management Processes

Acquisition

Fairness Training
Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensation

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
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 company cited under federal occupational safety laws 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
LINE AND STAFF ASPECTS OF HRM
Authority is the right to make decisions, to direct the work of others, and to give
orders.
• Line authority gives the manager the right to issue orders
• Staff authority gives the manager the right to advise others in the organization

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 manage operational functions that are crucial for the company’s survival
(e.g. sales or production). Staff managers run departments that are advisory or supportive
(e.g. purchasing, HRM, and quality control).
LINE MANAGER’S HR
RESPONSIBILITIES
 Placing the right person in the right job
 Starting new employees in the organization (orientation)
 Training employees for jobs that are new to them
 Improving the job performance of each person
 Gaining creative cooperation and developing smooth working
relationships
 Interpreting the company policies and procedures
 Controlling labor cost
 Developing the abilities of each person
 Creating and maintaining departmental morale
 Protecting employees’ health and physical conditions
HUMAN RESOURCE MANAGERS’
DUTIES
The human resource manager carries out three distinct
functions:

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy
THE HUMAN RESOURCES DEPARTMENT

FIGURE: Human Resource Department Organization Chart Showing Typical HR Job Titles
REFERENCES:
Dessler, G. & Varkkey, B. (2016) Human Resource Management. 14th ed.
New Delhi: Pearson Education Limited.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L. (2010) Fundamentals of
Human Resource Management. 10th ed. New Delhi: John Wiley & Sons.