CHAPTER 1:

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Reference: Dessler, G. (2017) Human Resource Management, 15 edition, Pearson education.

Week 1
 Learning Outcomes

o What is HRM
o Why HRM is so important
o HRM process
o Environmental factors effecting HRM
o Managing HR
o What is recruitment and Selection and different terms used
o Factors That Influence Compensation and Benefits
o Issues faced by HRM
 Human Resource Management

The process of hiring and developing

employees so that they become more
valuable to the organization.
 Human Resource Management

A key to success in management and in your career

is knowing how to interview for a job effectively:
Research the company ahead of time
Competitive advantages
Financial health
Culture
Information about company

Research the industry and competitors

Big picture
 Human Resource Management

Decide ahead of time how you will answer certain standard

interview questions
Tell me about yourself
Experts suggests ‘ present-past-future’
Weaknesses
Strength
 Human Resource Management

Watch your body language

Review the job description carefully
Review your resume with the critical eye of an interviewer
 Importance of HRM

As a necessary part of the organizing function of

management
Selecting, training, and evaluating the work force

As an important strategic tool

HRM helps establish an organization’s sustainable
competitive advantage. SWOT, GAP,

Adds value to the firm

High performance work practices lead to both high
individual and high organizational performance.
 Functions of HRM Process

Functions of the HRM Process

Ensuring that competent employees are identified and
selected.

Providing employees with up-to-date knowledge and

skills to do their jobs.

Ensuring that the organization retains competent and

high-performing employees who are capable of high
performance.
Human Resource Management Process

12–9
 Environmental Factors Affecting HRM

Employee Labor Unions

Organizations that represent workers and seek to
protect their interests through collective bargaining.
Collective bargaining agreement
Wage
Hours, and
Working conditions.

Governmental Laws and Regulations

Limit managerial discretion in hiring, promoting,
and discharging employees.
 Managing Human Resources

Human Resource (HR) Planning

The process by which managers ensure that:
Helps avoid sudden talent shortages and
surpluses.
Steps in HR planning:
Assessing current human resources
Assessing future needs for human resources
Developing a program to meet those future needs

12–11
 Job Analysis

Job Description
A written statement of what the job holder does,
how it is done, and why it is done.

Job Specification
A written statement of the minimum qualifications
that a person must possess to perform a given job
successfully.
De recruitment Options
Factors That Influence Compensation and Benefits
 Career Development

Career Defined
The sequence of positions held by a person during
his or her lifetime.
The Way It Was
Earlier
Now
Some
Suggestions for a
Successful
Management
Career
 Current Issues in HRM

Managing Downsizing

The planned elimination of jobs in an organization

Provide open and honest communication.
Provide assistance to employees being downsized.
Reassure and counseling to surviving employees.
Managing Work Force Diversity
Widen the recruitment net for diversity
Ensure selection without discrimination
Provide orientation and training that is effective
 Current Issues in HRM (cont’d)

Work Life Balance

Current Issues in HRM (cont’d)
Current Issues in HRM (cont’d)
 Current Issues in HRM (cont’d)

Controlling HR Costs
Employee health-care
Encouraging healthy lifestyles
Financial incentives
Wellness programs
Charging employees with poor health habits
Employee pension plans
Reducing pension benefits & pension plans
 The Management Process

Planning

Controlling Organizing

Leading Staffing
 The Management Process
• Planning:
 Establishing goals and standards;
• Organizing:
 Giving each subordinate a special task;
• Staffing:
 Determining what type of people should be hired;
• Leading:
 Getting others to get the job done;
• Controlling:
 Setting standards such as sales quotas, quality standards or
production levels.
 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

o Conducting job analyses

o Planning labor needs and recruiting job candidates
o Selecting job candidates
o Orienting and training new employees
o Managing wages and salaries
o Providing incentives and benefits
o Appraising performance
o Communicating
o Training and developing managers
o Building employee commitment
 Line and Staff Aspects of HRM

Line Authority
Gives managers the right (or authority) to issue
orders to other managers or employees.
It creates superior-subordinate relationship.

Staff Authority
Gives the manager the right to advise other
managers or employees.
I t creates an advisory relationship.
 Line Managers’ HRM Responsibilities

o Placing the right person on the right job

o Starting new employees in the organization (orientation)
o Training employees for jobs that are new to them
o Improving the job performance of each person
o Gaining creative cooperation and developing smooth
working relationships
o Interpreting the firm’s policies and procedures
o Controlling labor costs
o Developing the abilities of each person
o Creating and maintaining department morale
o Protecting employees’ health and physical condition
 Human Resource Managers’ Duties

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy
 Human Resource Managers’ Duties

Line Function
An HR manager directs the activities of the people
in the HR department.

Coordinative Function
An HR manager coordinates organizational-wide
personnel activities

Staff Function
An HR manager provides HRM assistance and
advice to line managers.
 Human Resource Specialties

Recruiter

Labor relations
specialist EEO coordinator
Human
Resource
Specialties
Training specialist Job analyst

Compensation
manager
 Managing Ethics

Ethics
Standards that someone uses to decide what his or her
conduct should be
HRM-related Ethical Issues
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights
KEY TERMS
organization
manager
management process
human resource management (HRM)
authority
line authority
staff authority
line manager
staff manager
functional authority
globalization
human capital