Chapter 1 HRM

Managing Human Resources
Nhat Tan Pham, Ph.D.

Learning objective
• Define human resource management (HRM) and explain how HRM
contributes to an organization’s performance.
• Identify the responsibilities of HR departments.
• Summarize the types of competencies needed for HRM.
• Explain the role of supervisors in HRM.
• Discuss ethical issues in HRM.
• Describe typical carriers in HRM.
Nhat Tan Pham, Ph.D. Green your life, green your company, and green our
1. What is human resource management?
HRM is the process of acquiring, training, appraising,
and compensating employees, and of attending to their
labor relations, health and safety, and fairness concerns
(Dessler, 2015)
The policies, practices (team building to build
the relationship between mates in a company,
ponding) , and systems that influence
employees’ behavior, attitudes and
performance (Noe et al., 2016)
1. What is human resource management?
HRM practices:
2. Effective Human resource management
…..
Employees and customers tend to be more satisfied.
The companies tend to be more innovative, have greater
productivity, develop a more favorable reputation in the
community.
2. Effective Human Resource Management
…..
Please carefully listen following these videos
https://www.thebalancecareers.com/what-is-the-importan
ce-of-human-resources-management-1917588
https://www.youtube.com/watch?v=Jp7oM9mAIXQ
…..
Avoid personal mistakes
For example, the company does not want…
To have your employees not doing their best.
To hire the wrong person for the job (not fit in that position)
To experience high turnover (leave job)
To have your company in court due to your discriminatory actions
(conflict)
To have your company cited for unsafe practices.
To let a lack of training undermine your department’s effectiveness.
To commit any unfair labor practices.
…..
Improve profits and performance
it can help ensure that you get results—through people => is the
bottom line of managing
…. hiring the right people for the right jobs and then motivating,
appraising, and developing them => better results.
3. HRM and company performance
Links among HRM, human capital, and organizational performance
HRM and sustainable competitive advantage:
Having a sustainable competitive advantage may enhance company’s
success.
Human resources have the necessary qualities to help give companies this
advantage:
- Human resources are valuable
- Human resources are rare
- Human resources cannot be imitated
- Human resources have no good substitutes
Effective management of HR may form the foundation of high
performance work system (HPWS)
HPWS - an organization in which technology, organizational structure,
people, and processes all work together to give an organization an
advantage in the competitive environment.
4. Responsibilities of HR departments
HR as a business within the company with three product lines:
• Administrative Services and Transactions: Handling administrative tasks and
emphasizing resource efficiency and service quality. For example, hiring employees.
• Business Partner Services: Developing effective HR systems and helping implement
business plans that help companies meet its goals for attracting, keeping, and
developing people with the needed skills. For example: HR departments must
understand the business and design effective systems to ensure needed competencies.
• Strategic Partner: Contributing to the business strategy based on considerations of
existing HR practices and HR practices give the company a competitive advantage.
Example: HR people must understand the business, the competition, the market, and
business strategies.
In terms of
specific
activities
HRM practices
Job analysis The process of getting detailed information about jobs.
Job design The process of defining the way work will be performed and the tasks that a
given job requires.
Recruitment The process through which the organization seeks applicants for potential
employment
Selection The process by which the organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help the
organization achieve its goals
Training A planned effort to enable employees to learn job-related knowledge, skills, and
behavior.
HRM practices
Development The acquisition of knowledge, skills, and behaviors that improve an employee’s
ability to meet changes in job requirements and in customer demands
Performance The process of ensuring that employees’ activities and outputs match the
management organization’s goals.
Planning Pay • How much to offer in salary and wages, as well as bonuses, commissions, and
& Benefits other performance-related pay.
• Which benefits to offer, from retirement plans to various kinds of insurance to
time pay off with pay.
Administering • Systems for keeping track of employees’ earnings and benefits are needed.
Pay & • Employees need information about their plans (health, retirement, and other
Benefits benefits).
• Extensive record-keeping and reporting to employees or government is needed.
HRM practices
Employee • Preparing and distributing employees handbooks, policies, newsletters
relations • Handling communications from employees, such as questions about benefits
and company policy, discrimination, safety hazards, possible harassment at
work
• Conducting collective bargaining to negotiate an employment contract with
union members
Establishing • All HRM activities require fair and consistent decisions and careful and discreet
and record keeping.
administering • Organizations depend on their HR department to help establish and
personnel communicate policies related hiring, discipline, promotions, and benefits
policies • Organizations depend on their HR department to help communicate the policies
to everyone
HRM practices
Ensuring Government requirements include: filing reports and displaying posters, avoiding
Compliance unlawful behavior. Managers depend on HR professionals to help them keep track
with Labor of these requirements.
Laws Lawsuits that will continue to influence HRM practices concern job security as the
company may be forced to close facilities and lay off employees.
5. Skills of HRM
professionals
HR success
competencies
5. Skills of HRM professionals
Competencies
Human resource involves understanding and carrying out the functions of human
expertise resource management (e.g., using HR technology, applying
policies and procedures, keeping up-to-date on HR laws.
Relationship involves handling the personal interactions necessary for providing
management services and supporting the organization’s goals (e.g., building
trust, providing great customer service)
Consultation the ways HR employees guide others in the organization (e.g.,
coaching, gathering data to support business decisions)
Competencies
Leadership and It refers to directing the organization’s processes and programs.
navigation Depending on one’s level in the organization, the necessary
behaviors would include behaving consistently with the
organization’s culture, encouraging people to collaborate, or
setting a vision for the HR function or entire organization.
Communication Skills needed to exchange information with others inside and
outside the organization (e.g., constructive feedback, and listening)
Global and Valuing and considering various people’s perspectives (acquiring
cultural knowledge of other cultures, resolving conflicts, and supporting
effectiveness inclusiveness)
Competencies
Ethical practice Applying integrity, accountability, and other core values (e.g.,
maintaining confidentiality, rewarding ethical behavior, and
responding to reports of unethical conduct)
Critical The interpretation of information needed for making business
evaluation decisions (e.g., gathering relevant data, applying statistical
knowledge to understand the data, and finding root causes of
problems)
Business acumen Understanding how information can be used to support the
organization’s strategy (e.g., gaining and applying knowledge of
business principles, how HR functions relate to business success)
6. HR responsibilities of Supervisors
7. Ethics in HRM
Ethics prefers the fundamental principles of right and wrong,

Ethical behavior is behavior that is consistent with those principles.
Many ethical issues in the workplace involve human resource
management.
7. Ethics in HRM
Employee rights: everyone has certain basic rights:
- Right of free consent
- Right of privacy
- Right of the freedom of conscience
- Right of freedom of speech
- Right to due process
7. Ethics in HRM
Standards for ethical behavior
Ethical companies act according to 04 principles:
- In their relationships with customers, vendors, and clients, ethical companies
emphasize mutual benefits.
- Employees assume responsibility for the actions of the company.
- The company has a sense of purpose or vision that employees value and use in
their day-to-day work.
- They emphasize fairness.
7. Ethics in HRM
Standards for ethical behavior
Standards for Identifying Ethical HRM practices
Homeworks
Describe typical careers in human resource management.
Question Discussion
Q1: Traditionally, human resource management practices were developed and

administered by the company’s human resource department. Line managers are now
playing a major role in developing and implementing HRM practices. Why do you
think non-HR managers are becoming more involved?
Q2: If you were to start a business, which aspects of human resource management
would you want to entrust to specialists? Why?
Other references
Julie Beardwell & Tim Claydon 2007 , Human Resource Management: a contemporary
approach, Prentice Hall, 5th edition.
Robert L. Mathis & John H. Jackson 2011, Human Resource Management, South-
Western, 13th edition.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages:
The role of the “strength” of the HRM system. Academy of management review, 29(2),
203-221.

Chapter 1 HRM

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Managing Human Resources

Nhat Tan Pham, Ph.D.

Ethics prefers the fundamental principles of right and wrong,

Describe typical careers in human resource management.

Q1: Traditionally, human resource management practices were developed and

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