Chapter 1

Strategies, Trends, and

Opportunities for HRM
 Learning Objectives
LO 1: Define human resource management and explain how
HRM contributes to and supports an organization’s
strategies and performance
LO2: Summarize competencies, careers, professional
accreditation, and ethics in human resource management
L03: Explain the role of supervisors and managers in human
resource management
L04: Describe trends in the composition and expectations of
the labour force
L05: Discuss how technology is impacting HRM
• Video
 Introduction

Human Resource Management

• plays a role in a company’s effectiveness, and
competitiveness
• refers to the policies, practices, and systems that influence
employees’ behavior, attitudes, and performance
What Responsibilities and Roles Do HR
Departments Perform?
HRM is a means to contribute to
• profitability
• quality
• other business goals

LO 1-1
Impact of HRM
 Why Are People So Valuable?

• HRM has traditionally been viewed as an expense

—rather than a source of value
• Human capital
– An organization’s employees, described in
terms of their training, experience, judgment,
intelligence, relationships, and insight
• Human resources are valuable, rare, cannot be
imitated, and have no good substitutes
What Responsibilities and Roles Do HR
Departments Perform?
High-Impact HR functions
• more skilled at attracting and retaining employees
• identify and promote talent from within
• identify what motivates employees
• continuously building talent and skills
 Human Resource Management, Activities and the Responsibilities
Activity Line management responsibility
Staffing Providing data for job or competency
analyses and minimum qualifications;
integrating strategic plans with H R
plans; interviewing candidates,
integrating information collected by
the H R department, making final
decisions on entry-level hires and
promotions
Retention Fair treatment of employees, open
communication, face-to-face
resolution of conflict, promotion of
teamwork, respect for the dignity of
each individual, pay increases based
on merit
© McGraw-Hill Education
H R department responsibility
Job or competency analysis,
workforce planning, recruitment;
compliance with civil rights laws
and regulations; application forms,
written tests, performance tests,
interviews, background
investigations, reference checks,
physical examinations
Compensation and benefits,
employee relations, health and
safety, employee services
 Human Resource Management, Activities and the Responsibilities

Activity Line management responsibility H R department responsibility

Development On-the-job training, job enrichment, Development of legally sound
coaching, applied motivational performance management
strategies, performance feedback to systems, morale surveys, technical
subordinates training; management and
organizational development;
career planning and counseling;
talent analytics
Adjustment Discipline, discharge, layoffs, transfers Investigation of employee
complaints, outplacement
services, retirement counseling
Managing Provide a vision of where the company Provide expertise to facilitate the
change or unit is going and the resources to overall process of managing
make the vision a reality change

© McGraw-Hill Education
 Roles to perform as HR mangers
• Analyzing work and designing jobs
• Determining how many employees with specific skills are
needed (work force planning)
• Attracting potential employees (recruiting)
• Choosing employees (selection)
• Preparing employees for performing jobs for now and
future (Training and Development)
• Supporting performance (Performance management)
• Compensating and rewarding employees (total rewards)
• Creating a positive work environment (employee and
labour relations)
 What are the Responsibilities of HR
Departments?

 Handling
Administrative administrative
services and
transactions
 Efficiency and
commitment to
quality
 Requires expertise in
tasks
 What are the Responsibilities of HR
Departments? (cont’d)

 Developing effective
Administrative HR systems
Business  Help the organization
meet its goals for
Partner attracting, keeping,
Services and developing people
 HR professionals must
understand the
business
 What are the Responsibilities of HR
Departments?(cont’d)

 Contributing to
Administrative company’s strategy
 Understanding of existing
Business Partner and needed human
Services resources and ways HR
practices give company a
Strategic competitive advantage
Partner  Must understand the
business, industry, and
competitors

Chapter 1 • 9
Employee Experience
• Set of perceptions that
employees have about their
experiences at work in
response to interactions
with the organization
• Critical for engagement and
commitment
• Important focus for
employee’s entire “journey”
with the organization
Responsibilities of HR Departments
Analyzing &
Workforce Recruiting &
Designing
Planning Hiring
Jobs
Training, Performance
Learning, & Total Rewards
Management
Development
Positive
Employee & HR Polices HR Data
Labour
Relations
Legal
Compliance
Function Responsibilities

Analysis and Work flow analysis, job analysis, job description , job specifications
design of
work
Workforce Labor demand, supply forecast , labor supply, succession planning
planning
Recruitment Recruitment, testing, screening, interviewing, background check
and Selection
Training, Need assessment, learning methodologies, program design, feedback,
learning and performance improvement tools and process
development
Performance Goal setting, appraisal
Management
Total Compensation planning, incentives employee benefits
Rewards
HR Policies Policy development and implementation

Compliance Appropriate reports and communication within norms and framework

with laws
HR Functional
Competencies
HR’s Code of Ethics – Duties To:

Public
Women Profession

Clients
Persons with& Individuals
Employers
disabilities
 What are the HR Responsibilities of
Supervisors and Managers?

• Help determine what kinds of work need to be done (job

analysis and design) and in what quantities (workforce
planning)
• Interview job candidates and participate in hiring decisions
• Train, coach, and develop employees
• Provide performance feedback
• Recommend pay increases
• Key role in employee relations
Technological Change Impacting HRM

• Use of platforms such as

Social
Instagram, LinkedIn, and
Networking
Facebook

Artificial • Personal assistants

Intelligence • Predictive capabilities
• Wearable technologies

Robotics • Robots can perform work tasks

Technological Change Impacting HRM
(cont’d)

HRIS • Store large quantities of

employee data

Mobile devices • Provide anytime and anywhere

access

.
 Challenges Influencing Human Resource
Management

Legal Issues
Employment laws and regulations
Eliminating discrimination and harassment
Health care coverage
Immigration
Data security practices and protecting intellectual
property
What an employer looks for in an employee ?

• verbal communication skills

• Team work skills
• Decision making and problem solving skills
• Planning and prioritizing tasks
• Gathering and processing information
 Examples of How HRM Practices Can Help Companies Meet Competitive Challenges

• HRM strategy is matched to business strategy.

• Knowledge is shared.
• Work is performed by teams.
• Pay systems reward skills and accomplishments.
• Selection system is job-related and legal.
• Flexibility in where and when work is performed.
• Employee engagement is monitored.
• Continuous learning environment is created.
• Discipline system is progressive.
• Customer satisfaction and quality are evaluated in the performance management
system.
• Skills and values of a diverse workforce are valued and used.
• Technology is used to reduce the time for administrative tasks and to improve HR
efficiency and effectiveness.
Return to original slide
 Summary

LO1: HRM consists of “people practices” that influence

employees’ behaviours, attitudes, and performance
LO2: HR professionals require substantial and varied
competencies
LO3: Supervisors and managers have an important role
in managing people and implementing HR processes
LO4: Technologies influence many aspects of HRM
 SELF-ASSESSMENT EXERCISE
Do You Have What It Takes to Work in HR?