Professional Documents
Culture Documents
1-2
Outline
Week Topic Covered
1 Introduction to HRM
2 Providing Equal Employment Opportunity
3-4 Job Analysis
5 Job design
6 HR Planning
7 Recruitment
8 Job Advertisements
9-10 Selecting Human Resources
11-12 Interviewing Candidates
13 Training & Development
14 Managing Employees Performance
15 Establishing Pay Structure
16 Employee Retention
1-3
Books
• Text
– Fundamentals of Human Resource Management by
Raymond Noe, John Hollenbeck, Barry Gerhart, and Patrick
Wright
• Reference books
– Human Resource Management (13 ed.) by Gary Dessler
– Harvard Business Review (selective articles)
– HBR’s 10 must reads on managing people (2011) published
by Harvard Business School Publishing Corporation
1-4
Lecture # 1
INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT
1-5
Overview
1. HRM defined
2. Why study HR
3. Line and staff authorities
4. Strategic HRM
1-6
Human Resource Management (HRM)
1-7
Human Resource Management (HRM)
1-8
Human Resource Management (HRM)
(Guest, 1987)
1-9
Human Resource Management (HRM)
1-10
Why Study HRM?
1-11
Avoid Personnel Mistakes
• Hire the wrong person for the job
• Experience high turnover
• Have your people not doing their best
• Have your firm in litigation for unsafe practices
• Demotivate the employees
• Allow a lack of training to undermine your
department’s effectiveness
1-12
IMPACT OF HRM ON ORGANIZATIONAL PERFORMANCE
reversed causality
HRM
practices HRM Business Financial
• resourcing outcomes outcomes results
• performance
Business HR management • engagement
• productivity • profit
• quality • sales
strategy strategy • learning & • commitment • customer • market share
development • motivation
satisfaction • market value
• reward • skill
• employee
relations
1-13
IMPACT OF HRM ON ORGANIZATIONAL PERFORMANCE
1-14
You Can Also Be an HR Manager!
• Conducting job analyses
• Selecting job candidates
• Appraising performance
• Communicating (interviewing, counseling,
disciplining)
• Training and developing subordinates
• Building employee commitment
1-15
Why Study HRM?
1-16
Line and Staff Aspects of HRM
• Authority
– is the right to make decisions,
– to direct the work of others, and
– to give orders.
– Managers usually distinguish between line
authority and staff authority.
1-17
Line and Staff Aspects of HRM
• Line Manager
– Is authorized (has line authority) to direct the
work of subordinates and is responsible for
accomplishing the organization’s tasks.
• Staff Manager
– Assists and advises line managers.
– Has functional authority to coordinate personnel
activities and enforce organization policies.
1-18
Human Resource Managers’ Duties
Functions of
HR Managers
1-19
Strategic Human Resource
Management
• SHRM means formulating and executing HR
policies and practices that produce the
employee competencies and behaviors the
company needs to achieve its strategic aims.
Strategic Business
HR practices
goals performance
1-20
Linking Company-Wide and HR Strategies
1-21
Operationalizing HR Management
Strategies
Thinking
Strategically
1-22
Functions of HRM
HR Planning Job analysis
1-24
Questions and Feedback?
1-25