Lectures and Discussions

HRM 301 –Introduction to HRM (First Lecture )

 Purpose (HRM)

 Purpose (HRM): Improving the productive

contribution of people (HR) to the organization.
 HR coordinate with all other department regarding
HRM functions, policies, process, rules , code of
conduct , disciplinary policy , terms and conditions
of employment.
 The efficient HR decisions and action and policies
contribute in raising productive contribution of
employees.
Philosophy and HRM Department
role(1)
 It establishes Rules, Policies and Decisions. These are
authorized by the higher management.
 HR philosophy revolves around management’s beliefs
and assumptions about people – their nature, needs,
value and their approach to work.(How they view their
employees)
 These beliefs and assumptions, then determine how
people should be treated.
 It gives the answer how employees are managed in an
organization. (People are of theory X or theory Y) –
 It has to be reciprocal (Management philosophy and
employees nature ) (People are of theory X or theory Y)
Philosophy and HRM Department
role(2)
 To ensure all HR functions must follow the Equal
Employment Opportunity in all HR and other
managerial decisions.
 it Perform the oversight function as an observer
in all HR Activities , HR policy maker and
implementer of the HR policies and rules and
decisions impartially.
 HR department also take care function of safety
and security that ensure the management of
workplace secure and safe physically.
Security, Safety and
training
 The HR also take care the safety training
activity to orient the employees their role and
responsibility to follow the security
compliances by adopting the taught
directions while working in the area that has
health hazard like noise, x-ray test, dust,
heavy mechanical related hazards, raw dust
and others.
Two Views/paradigm about Human
Resource (of an Organization)
 The management (TOP) of any organization perceives
Employees are either A Problem Or an Asset to the
Organization.
 The treatment of HR depends upon the one of the belief
mentioned above
 . The organizations established on problem perspective
believes its employees are cost and economic
liability(Classical economists)
 The other organizations believe they are the VALUABLE
ASSET to the organization.(HRM , Behavior Science and
Psychology experts) –Human capital theory 1963)- It
was adopted in USA at government Level .
Human Capital

 Becker's book entitled Human Capital, published in 1964.

 Human Capital: Human Capital refers to the knowledge,
education, training, skills and expertise of a firm’s workers
 Human capital is a collection of traits – all the knowledge,
talents, skills, abilities, experience, intelligence, training,
judgment, and wisdom possessed individually and
collectively by individuals in a population.
 These resources are the total capacity of the people that
represents a form of wealth which can be directed to
accomplish the goals of an organization.
Corporate Application (Class
Discussion)
 How to transform these two views in HR
decisions
Equal Employment Opportunity
Law
 Theory and Application

 it is a universal labor law and also the part of

many countries municipal law. It implies the
non-discrimination in HR decisions, practices,
policies and rules.
Definition of Human Resource
Management
 The human resource management is the process of
acquiring, training, appraising, and compensating
employees, and attending their labor relations, health
and safety, fairness concerns.
 Activities are designed to provide for and coordinate
the Human Resources for an organization is one of its
largest investments. The policies and procedures
involved in carrying out the “people” or “Human
Resource” aspect of as management, position,
including recruiting, screening, training, rewarding
and appraising.
Line and Staff Role
 A LINE FUNCTION(Order , Direct ) –Binding
 The HR manager “directs” the activities of
the people in his or her own department and
in related service areas.

 Staff Function

 STAFF (SERVICE) FUNCTIONS

 HR assists/advise/recommend in the hiring,
training, evaluating, rewarding, counseling,
promoting and firing of employees.
 Line managers know HR has top management’s
ear in areas like testing affirmative action. HR
managers’ “suggestions” are often seen as
“orders from top-side” and does not get
rejection from the Line managers (Departmental
Heads)
 Every Manager needs to perform the “people”
or personnel aspects of management.
 Conducting job analyses (determining the nature of each employee’s job).

 ●● Planning labor needs and recruiting job candidates.

 ●● Selecting job candidates.
 ●● Orienting and training new employees.
 ●● Managing wages and salaries (compensating employees).
 ●● Providing incentives and benefits.
 ●● Appraising performance.
 ●● Communicating (interviewing, counseling, disciplining).
 ●● Training employees, and developing managers.
 ●● Building employee relations and engagement.
 And what a manager should know about:
 ●● Equal opportunity and affirmative action.
 ●● Employee health and safety.
 ●● Handling grievances and labor relations.
 WHY HRM is Important ?
 To have your employees not doing their best.
 ●● To hire the wrong person for the job.
 ●● To experience high turnover.
 ●● To have your company in court due to your
discriminatory actions.
 ●● To have your company cited for unsafe
practices.
 ●● To let a lack of training undermine your
department’s effectiveness.
 ●● To commit any unfair labor practices
 Role of HR Manager/Department

 1 Placing the right person in the right job

 2. Starting new employees in the organization (orientation)
 3. Training employees for jobs that are new to them
 4. Improving the job performance of each person
 5. Gaining creative cooperation and developing smooth
working relationships
 6. Interpreting the company’s policies and procedures
 7. Controlling labor costs
 8. Developing the abilities of each person(Training organizing)
 9. Creating and maintaining departmental morale
 10. Protecting employees’ health and physical conditions