HUMAN RESOURCE

MANAGEMENT
HRM-806
MBA 2K22
HUMAN RESOURCE
MANAGEMENT
• What is your understanding of the concept?

• What you expect to learn in this course? At the

end of the term what skills you will have
acquired?
SOME BASIC CONCEPTS
• Organization
– People with formally assigned roles who work
together to achieve the organization’s goals.

• Manager
– The person responsible for accomplishing the
organization’s goals, and who does so by managing
the efforts of the organization’s people.
MANAGEMENT
PROCESSES
Planning

Controlling Organizing

Leading Staffing
HUMAN RESOURCE
MANAGEMENT
• What Is Human Resource Management
(HRM)?

• Do HR provide any real value to the organization?

– The process of acquiring, training, appraising, and

compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.
PERSONNEL ASPECTS OF A MANAGER’S
JOB
• Conducting job analysis
• Planning labor needs and recruiting job candidates
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries
• Providing incentives and benefits
• Appraising performance
• Communicating and grievance handling
(interviewing. Counselling, disciplining)
• Training and developing managers
• Building employee commitment
HUMAN RESOURCE
MANAGEMENT
PROCESSES
Acquisition

Fairness Training

Human Resource
Management (HRM)
Health and Safety Appraisal

Labor Relations Compensation

IMPROVING PROFITS AND
PERFORMANCE
• Hiring the right people, motivating and
appraising them is important for bottom line
results
WHY IS HR DEPARTMENT
IMPORTANT?
• Human Capital Value
• Budget Control
• Conflict Resolution
• Training and Development
• Employee Satisfaction
• Cost Savings
• Performance Improvement
• Sustainable corporate image
HUMAN RESOURCE MANAGER’S
DUTIES
• Line Function- Directing people in his or her own department
– Line authority- Gives managers right to issue orders to other
employees
• Superior (order giver) and subordinate (order receiver)
• HR Manager directs his people to develop an in-house training
program on professional ethics.
 LINE MANAGERS’ HRM
RESPONSIBILITIES
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
HUMAN RESOURCE MANAGER’S
DUTIES
• A coordinative function-Ensuring line
managers are implementing firm’s HR
practices and policies

• Staff (assist and advise function)- Advise and

assist top managers to better understand the
personnel aspects of strategic management
• Staff authority –right to advise other managers (advisory
relationship)
• HR manager suggests plant manager use a particular
selection test for evaluating a candidate
LINE AND STAFF
AUTHORITY
HUMAN RESOURCE MANAGEMENT
SPECIALISTS
Recruiters. Search for qualified job applicants

Equal employment opportunity (EEO) coordinators. Investigate and

resolve EEO grievances; examine organizational practices for potential
violations; and compile and submit EEO reports

Job analysts. Collect and examine information about jobs to prepare

job descriptions

Compensation managers. Develop compensation plans and handle

the employee benefits program

Training specialists. Plan, organize, and direct training activities

Labor relations specialists. Advise management on all aspects of

union management relations
A CHANGING HR
ENVIRONMENT
• Globalization
– Outsourcing and offshoring
• Technological Advancements
– Replacement of manual functions
– Self service HR transactions
– Social media channels for advertisement and
recruitment
• Workforce Demographics
– Baby Boomers, Gen X, Gen Y, Gen Z
• Trends in the nature of work
– Remote work environemnts
WORKFORCE IS CHANGING
• Flatter Organizations
• Growing Diversity
• More temporary and contract workers
• Greater mobility
• Less loyalty
• Team based organizations
• Customer driven economy
• Better educated workforce
• Information driven environments