Chapter 9

Human Resource
Management
Getting the Right People For Managerial Success
 9.1 Strategic Human Resource Management
HUMAN RESOURCE MANAGEMENT
Human resource management (HRM) is the strategic approach to
managing an organization's most valuable asset: its people. It encompasses
a wide range of activities aimed at effectively utilizing human resources to
achieve organizational goals and objectives.t its core, HRM involves
functions such as recruitment and selection, training and development,
performance management, compensation and benefits, employee relations,
and HR planning.
Strategic Human Resource
Management
·HR as part of strategic planning, the decision must be consistent with the
firm’s strategic mission.

Who should be recruited?

What's the best way to
evaluate and reward their
How should they be trained? performance?
Strategic Human Resource
Management
·
Strategic HRM (SHRM) mobilizes necessary human and social capital.
 Strategic Human Resource Planning

Understanding Current Prediciting Future

Understanding Current employee needs - To plan for the future, you Predicting Future Employee Needs - Means you have to become
must understand the present-what today's staffing picture looks like. knowledgeable about the staffing the organization might need and
This requires that you do a job analysis first and from that write a job the likely sources for that staffing.
description and a job specification.
 9.2 Recruitment and Selection: Putting the Right
People into the Right Jobs
Internal Recruiting
Hiring from the inside means making people already employed by the
organization aware of job openings. Most vacant positions in organizations are
filled through internal recruitment, mainly through job posting, placing
information about job vacancies and qualifications on bulletin boards, in
newsletters, and on the organization's intranet.

External Recruiting
Hiring from the outside means attracting job applicants from outside the
organization. Notices of job vacancies are placed through newspapers,
employment agencies, executive recruiting firms, union hiring halls,
college job-placement offices, technical training schools, and word of
mouth through professional associations.
 Selection
It is the process of screening job applicants and choosing the best candidate for a
position.

Background
Interviewing Employment Test
Information
Application Forms, Resumes, Unstructured, Situational, & Ability, Personality, Performance, &
& Reference Checks Behavioral-Description Others
 9.3 Managing an Effective Workforce:
Compensation and Benefits
Wages or salaries Incentives
Base pay consists of the basic wage or To induce employees to be more
salary paid employees in exchange for productive or to attract and retain top
doing their jobs. performers, many organizations offer
incentives, such as commissions, bonuses,
profit-sharing plans, and stock options.
Benefits
Benefits, or fringe benefits, are additional
nonmonetary forms of compensation
designed to enrich the lives of all
employees in the organization, which are
paid all or in part by the organization.
 9.4 Onboarding and Learning and
Development

Positive onboarding experiences Negative onboarding

generate experiences generate

• Increased commitment, job satisfaction, and productivity • Decreased job productivity/satisfaction

• Higher customer satisfaction • Lower customer satisfaction
• Lower turnover • Higher costs/turnover
Thank You
for
listening !