Introduction to Human

Resource Management
 What is Human Resource
Management?
Management Process
The five basic functions of planning, organizing,
staffing, leading and controlling
1. Planning: Establishing goals and standards;
developing rules and procedures; developing
plans and forecasting
2. Organizing: Giving each subordinate a specific
task; establishing departments; delegating
authority to subordinates, establishing channels
of authority and communication; coordinating
work of subordinates
3. Staffing: Determining what type of people should be
hired ; recruiting prospective employees; selecting
employees, setting performance, setting performance
standards; compensating employees, evaluating
performance; counseling employees; training and
developing employees
4. Leading: Getting others to get the job done;
maintaining morale; motivating subordinates
5. Controlling: Setting standards such as sales quotas;
quality standards, or production levels; checking to
see how actual performance compares with these
standards; taking corrective actions as needed
 Human Resource Management
The Policies and practices involved in carrying out the “people” or human
resource aspects of management position, including recruiting, screening,
training, rewarding and appraising
1. Conducting jobs analysis
2. Planning labor needs and recruiting job candidates
3. Selecting job candidates,
4. Orienting and training new employees
5. Managing wages and salaries
6. Providing incentive and benefits
7. Appraising performance
8. Communicating
9. Training and developing managers
10.Building employee commitment

And what a manager should know about

1. Equal opportunity and affirmative action
2. Employee health and safety
3. Handling grievances and labor relations
Why is Human Resource Management
Important to all Managers
1. Hire the wrong person for the job
2. Experience high turnover
3. Have your people not doing their best
4. Waste time in useless interviews
5. Have your company taken to court because of discriminative
actions
6. Have your company cited under federal occupational safety laws
for unsafe practices
7. Have your employees think their salaries are unfair and
inequitable relative to others in the organization
8. Allow a lack of training to undermine your departments
effectiveness
9. Commit any unfair labor practices
 Line and Staff Aspects of Human
Resource Management
• Authority: The right to make decisions, direct others
work and give orders
• Line Authority: The authority exerted by an HR
Manager by directing the activities of people in his or
her own department and in services areas
• Staff Authority: Staff authority gives the manager the
right to advise other managers or employees
• Line Manager: A Manager who is authorized to direct
the work of subordinates and responsible for
accomplishing the organizations tasks
• Staff Managers: A Manager who assists and advises
line managers
 Line Managers Human Resource
Duties
1. Placing the right person on the right job
2. Starting new employees in the organization
3. Training employees for job that are new to them
4. Improving job performance of each person
5. Gaining creative cooperation and developing smooth
working relationship
6. Interpreting the company policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and Maintaining department morale
10. Protecting employees health and physical condition
Human Resource Manager’s Duties
1. A line function
Implied Authority
2. A Coordinative Function
Functional Control
3. Staff assist and advise function
Employee Advocacy
• Recruiters
• Equal employment opportunity (EEO)
coordinators
• Job Analysis
• Compensation Managers
• Training specialists
• Labor relation specialists
 THE CHANGING ENVIRONMENT OF
HUMAN RESOURCE MANAGEMENT
1. Globalization Trends: The tendency of firms
to extend their sales, ownership, and/or
manufacturing to new markets abroad
2. Globalization Implications
 Trends in Nature of Work
1. High-Tech Jobs
2. Service Jobs
3. Knowledge Work and Human Capital
The knowledge, education, training skills, and
expertise of a firm’s workers
4. Nature of Work: Implications for HR
5. Workforce Demographic Trends
 THE CHANGING ROLE OF HUMAN
RESOURCE MANAGEMENT
Strategic Human Resource Management
1.Strategic Plan
2.Strategy
3.Strategic Human Resource Management
 High Performance Work Systems
• Employment Security
• Selective Hiring
• Extensive Training
• Self-managed teams and decentralized decision making
• Reduced status distinctions between managers and
workers
• Information Sharing
• Contingent Rewards
• Transformational leadership
• Measurement of management Practices
• Emphasis on high quality work
 Managing with the HR Scorecard
Process
HR Scorecard: Measure the functions
effectiveness and efficiency in producing
employee behaviors needed to achieve the
company’s strategic goals
 THE HUMAN RESOURCE MANAGER’S
PROFICIANCIES (FOUR)
1. HR Proficiencies
2. Business Proficiencies
3. HR Managers also require leadership
proficiencies
4. Learning Proficiencies

HR Certification