HUMAN RESOURCE

MANAGEMENT

GARY DESSLER

CHAPTER 1
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT
 Learning objectives

1. Explain what human resource management is and how

it relates to the management process.
2. Briefly discuss and illustrate each of the important
trends influencing human resource management
3. Briefly describe “distributed HR” and other important
aspect of human resources management today
4. List at least four important human resources
manager competences.
5. Ouline the plan of this boks

1–2
What is human resources management?
• To understand what human resources
management is, it’s useful to start with what
organization is and what manager do.
• Organization: a group consisting people with formally
assigned roles who work together to achieve the
organization’s goals.
• Manager: someone who is responsible for
accomplishing the organization’s goals, and who
does so by managing the efforts of the organizaion’s
people.
• Managing involves performing five basic functions:
planning, organizing, staffing, leading, and controlling.

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Management’s functions
o Planning: establising goals and standards; developing
rules and procedurs; developing plans and forecast.
o Organizing: Giving each subordinate a spesific task;
establishing departments; delegating authority to
subordinates; establishing channels of authority and
communication; coordinating the work of subordinates.
o Staffing: Determining what type of people should be
hired; recruiting prospectives employees; selecting
employees; setting performance standards;
compensating employees; evaluting performance;
counseling employees; training and developing
employees.

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 o Leading: Getting others to get the job done;
maintaning morale; motivating subordinate
o Controlling: setting standards, such as sales
quotas, qualities standards, or production
levels; checking to see how actual performance
compares with these standards; taking
corrective action needed

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Human Resources management
HRM----focus to staffing
Human resources management (HRM): is the
process of acquiring, training, appraising, and
compensating employees, and of attending to
their labor relations, health and safety, and
fairness concern.

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Personnel Aspects Of A Manager’s Job
• Conducting job analysis (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 and developing managers
• Building employee commitment

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Manager
A manager should knows about:
1.Equal opportunity and affirmative action
2.Employee health and safety
3.Handling grievances and labor relations

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Why is HRM important to all manager?
1.Avoid personal mistakes:
a. To have your employees not doing the their best
b. To have the wrong person for the job
c. To experiences high turnover
d. To have your company in court due to your discriminatory
actions
e. To have your company cited for unsafe practices
f. To let a lack of training undermine your department’s
effectiveness
g. To commit any unfair labor
2.Improving profit and performance: improve profit and
performance through people

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Line and Staff Aspects of HRM
• All managers have always been, in a sense, human
rosource managers, because all get involved in
recruiting, interviewing, selecting, and training their
employees.

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Line and staff authority
 Authority: the right to make decisions, direct others’s
work , and give order
 Line managers: a manager who is authorized to
direct the work of subordinates and is responsible
for accomplising the organization tasks.
 Staff manager: a manager who assists and advice
line manager
 Line authority: traditionaly gives managers the right
to issue order mangers or employees
 Staff authority: gives a manager the right to advice
other managers or employees.

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Line Managers’ HRM Responsibilities
Line managers do have many human resources duties
1.Placing the right person on 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 firm’s 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

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Functions of the HR Manager
• A line function
 The HR manager directs the activities of the people
in his or her own department and in related service
areas (like the plant cafeteria).
• A coordinative function
 HR managers also coordinate personnel activities, a
duty often referred to as functional control.
• Staff (assist and advise) functions
 Assisting and advising line managers is the heart of
the HR manager’s job.

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Examples of HR Job Duties
In small organization, line managers may caarry out alllthese
personnel duties.
1.Recruiters: Search for qualified job applicants.
2.Equal employment opportunity (EEO) coordinators: Investigate
and resolve EEO grievances, examine organizational practices
for potential violations, and compile and submit EEO reports.
3.Job analysts: Collect and examine information about jobs to
prepare job descriptions.
4.Compensation managers: Develop compensation plans and
handle the employee benefits program.
5.Training specialists: Plan, organize, and direct training
activities.
6.Labor relations specialists: Advise management on all aspects
of union–management relations.

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The trend shaping HRM
• Workforce demographics and diversity trends
• Trends How people works
• Globalization trends
• Economic trends
• Technology trends

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Cooperative Line and Staff HR
Management

1. The line manager’s responsibility is to specify the

qualifications employees need to fill specific
positions.
2. HR staff then develops sources of qualified
applicants and conduct initial screening interviews
3. HR administers the appropriate tests and refers the
best applicants to the supervisor (line manager),
who interviews and selects the ones he or she
wants.

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Benefits of a High-Performance
Work System (HPWS)
1. Generate more job applicants
2. Screen candidates more effectively
3. Provide more and better training
4. Link pay more explicitly to performance
5. Provide a safer work environment
6. Produce more qualified applicants per position
7. Hiring based on validated selection tests
8. Provide more hours of training for new employees
9. Conduct more performance appraisals
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The trends shaping HRM
• Workforce Demographics and diversity trends
• Trends in how people work
• Globalization trends
• Economics trends

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Today’s new HRM
• A brief history of personnel /HRM
• Distributed HR and the new HRM
• HR and strategy
• HR and performance and sustainability
• HR and employee engagement

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The New Human Resource manager
HR manager should be able exhibit:
•Leadership and navigation
•Ethical practice
•Business acumen
•Relationship management
•Consultation
•Critical Evaluation
•Global and cultural effectiveness
•Communication

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The Human Resource Manager’s
Proficiencies

• New Proficiencies
 HR proficiencies

 Business proficiencies

 Leadership proficiencies

 Learning proficiencies

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