BANKING UNIVERSITY OF HO CHI MINH CITY

DEPARTMENT OF BUSINESS ADMINISTRATION

HUMAN RESOURCE
MANAGEMENT

Lecturer: Dang Truong Thanh Nhan, PhD

 INTRODUCTION

 Human resource management equips students with basic competencies in effective human
resource management in organizations.
 Provide understanding of modern knowledge on human resource management, acquire the skills
and tools used to perform human resource management functions and apply in analyzing and
evaluating research in the field of human resource management, employee behavior in the era of
the global economy.
 After completing the course, students can gain competencies and skills in human resource
planning, construction of job analysis projects, recruitment activities, training - development,
performance evaluation and compensation strategies to build an effective and dynamic human
resource that meets the requirements of the organization's business strategy.
  Provide an understanding of modern knowledge
about human resource management, acquire skills
OBJECTIVE and tools for human resource planning, job
analysis, recruitment activities, training -
development, performance evaluation and
compensation strategies to build an effective human
resource.
 Apply to identifying and analyzing research in the
field of human resource management, employee
behavior in the era of the global economy, and
apply human resource knowledge to establish and
develop human resource policy in the organization.
 CONTENT

 Chapter 1: Introduction to human resource management

 Chapter 2: Human resource planning in a changing environment
 Chapter 3: The challenge of job design in a global environment
 Chapter 4: Attracting and selecting human resources
 Chapter 5: Training and developing human resources
 Chapter 6: Assessing and managing work performance
 Chapter 7: Reward management strategy
 Chapter 8: Labor relations and improving the organizational safety and health
 The educational philosophy of "open - flexible - practical"
which is disseminated and applied in teaching activities is
expressed through the following teaching methods:
TEACHING  Theoretical lectures
METHODS  Discussion groups
 Group practice and presentations
 ASSESSMENT
METHODS
Evaluation
Assessment methods Percentage
components

A.1.1. Diligence 10%

A.1. Process A.1.2. Group discussion

assessment 20%
in class

A.1.3. Group presentation 20%

A.2. Final assessment A.2.1. Essay exam 50%

DOCUMENTS

Textbook
 Mathis & Jackson (2016). Human Resource Management, 15th ed, Cengage
 Mondy & Martocchino (2018). Human resource Management, 15th ed, Pearson
Learning

References
 John M. Ivancevich (2010). Human Resource Management (11ed). McGraw-Hill.
Translator Vo Thi Phuong Oanh, 2010. Ho Chi Minh City General Publishing
House
 CHAPTER 1

HUMAN RESOURCE MANAGEMENT

INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

 OBJECTIVES
1. Explain the nature, roles, functions, objectives of human resources and
challenges in the current organizational human resource management activities.

2. Analyze the human resource management

activities of the organization.

3. Actively and confidently participate in human resource management

activities at work.
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 CONTENT

1.1. The definition of human resource management

1.2. History of human resource management development

1.3. Human resource management and organizational performance

1.4. Objectives of human resource management

1.5. The role of the administrator in the process of managing people

A
CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.1. The definition of human resource management

Human resource management is the

establishment of a formal system in an
organization for managing human
resources to reach organizational goals.

(Mathis and Jackson, 2016)

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CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

1.1. The definition of human resource management

The importance of the human resource department:

• Perform human resources work for the remaining departments

• Solve human resource issues effectively

• Increase efficiency through work specialization

• Create policies that connect employees and the organization's goals

CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.2. History of human resource management development
1.2. History of human resource management development

1930 – 1950 1960 – 1980 1990s - now

- Labour law - The prevalence of Change in

- Labour union labor law human resource
- Human resource management
management perspective
departments
CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

1.2. History of human resource management development

 1930 – 1950: Act as a support department for other departments in
salary matters, record keeping, organizing outdoor events, etc.

 1960 – 1980: Perform more professional tasks such as job design

and employee satisfaction research.

 1990s - now: Play a role in linking human resources with the

organization's strategy.
 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.3. Human resource management and organizational performance
CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

 Human resources as a core competency

• Unique capability that creates high value in which an organization excels

• Differentiates an organization from its competitors

• Is a key determinant of competitive advantage

• HR department focus on using people as a core competency

CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

 Organizational Productivity
 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

Figure - HR Approaches to
Improving Productivity
CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

 Customer Service and Quality Linked to HR

• Affects organizational effectiveness

Human Resource Management

Customer Service Quality

CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

 Organizational Culture

• Shared values and beliefs in an organization

• Evolves over a period of time

• Provides employees with rules for behavior

• Is constant and enduring

• Constitutes organizational climate

• Affects service and quality, organizational productivity, and financial results

 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.3. Human resource management and organizational performance
Human resource management functions

 Be affected by the following factors:

 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.3. Human resource management and organizational performance
 Perform the following functions:
 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
1.4. Objectives of human resource management
Help to achieve organizational goals

Effective use of human resources

Supply skilled labor
Increase employee satisfaction
Reinforce self-actualization needs
Generate positive motivation
Ensure ethical and legal issues
 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

1.5. The role of the administrator in the process of managing people

 Manager's roles:

• Create equal work opportunities for employees

• Encourage employees to work hard

• Coordinate with human resource management department in

activities: recruitment, training, evaluation, employee compensation

• Create a positive working atmosphere

 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

Figure - Typical Division of HR Responsibilities: Selection Interviewing

CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
 Roles of HR Management
Administrative
• Clerical administration, recordkeeping, legal paperwork and policy
implementation
• Major shifts - Use of technology and outsourcing
Operational and Employee Advocate
• Cooperate with managers and supervisors
• Identify and implement needed programs and policies in the organization
Strategic
• Address business realities
• Focus on future business needs
• Fit between human capital and business plans and needs
 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT

1.5. The role of the administrator in the process of managing people

 Current challenges in human resource management:

• Competition, pressure to reduce costs and restructure

• Globalization

• Change in the workforce

• The development of technology

 CHAPTER 1: INTRODUCTION TO HUMAN
RESOURCES MANAGEMENT
 Views of HR Department
Positive
• Deal with the huge number of
government regulations
• Protects corporate assets against the
many legal issues
Negative
• Too bureaucratic, detail-oriented, and costly
and are comprised of naysayers
• More concerned about activities than results
• Efforts are seen as seldom linking employee,
managerial, and business performance
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