HUMAN RESOURCE

MANAGEMENT
Introduction to HRM

PowerPoint Presentation by Charlie Cook

Copyright © 2011 Pearson Education GARY DESSLER The University of West Alabama
HUMAN RESOURCE MANAGEMENT AT
WORK
 What Is Human Resource Management (HRM)?
 Theprocess of acquiring, training, appraising, compensating
employees, health and safety, and fairness concerns.
 Organization
 People with formally assigned roles who work together to
achieve the organization’s goals.
 Manager
 Person responsible for controlling or administering an
organization or group of staff.

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 THE MANAGEMENT PROCESS

Planning

Controlling Organizing

Leading Staffing
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 HUMAN RESOURCE MANAGEMENT
PROCESSES

HRP & OD Acquisition

Training
Fairness
Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensation

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PERSONNEL ASPECTS OF A
MANAGER’S/ LEADER’S JOB
 HRP
 Recruitment & Selecting
 Orienting and training new
employees
 Providing incentives and
benefits
 Appraising performance
 Communicating
 Training and developing
managers
 Building employee
commitment
 Retention
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BASIC HR CONCEPTS
 The bottom line of managing:
Getting results
 HR creates value by engaging in activities that
produce the employee behaviors that the
organization needs to achieve its strategic
goals.
 Looking ahead: Using evidence-based HRM to
measure the value of HR activities in achieving
those goals.

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LINE AND STAFF ASPECTS OF HRM
 Line Manager
 Isauthorized (has line authority) to direct the work of
subordinates and is responsible for accomplishing the
organization’s tasks.
 Staff Manager
 Assistsand advises line managers.
 Has functional authority to coordinate personnel activities and
enforce organization policies.

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LINE MANAGERS’ HRM
RESPONSIBILITIES
1. Starting new employees in the organization (orientation)
2. Placing the right person on the right job
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
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10. Protecting employees’ health and physical condition

 HUMAN RESOURCE MANAGERS’
DUTIES

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy

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FIGURE 1–1 Human Resources Organization Chart for a Large Organization

Copyright © 2011 Pearson Education

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HUMAN RESOURCE SPECIALTIES

Recruiter

Labor relations
specialist EEO coordinator
Human
Resource
Specialties
Training specialist Job analyst

Compensation
manager

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TRENDS SHAPING HUMAN RESOURCE
MANAGEMENT
Globalization
and Competition
Trends

Trends in the Technological

Nature of Work Trends
Trends in HR
Management

Economic Workforce and

Challenges and Demographic
Trends Trends
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TRENDS IN THE NATURE OF WORK

Changes in How We Work

High-Tech Service Knowledge Work

Jobs Jobs and Human Capital

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WORKFORCE AND DEMOGRAPHIC
TRENDS

Demographic Trends

Generation “ X,Y,
Trends Affecting Millennials Z, Alpha”
Human Resources
Retirees

Nontraditional Workers

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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
 IMPORTANT TRENDS IN HRM
The New HR
Managers

Strategic High-Performance
HRM Human Work Systems
Resource
Management
Evidence-Based Trends Managing
HRM Ethics

HR
Certification

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HIGH-PERFORMANCE WORK SYSTEMS
 Increase productivity and performance by:
 Recruiting,screening and hiring more effectively
 Providing more and better training
 Paying higher wages
 Providing a safer work environment
 Linking pay to performance

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MANAGING ETHICS
 Ethics
 Standards that someone uses to decide what
his or her conduct should be
 HRM-related Ethical Issues
 Workplace safety
 Security of employee records
 Employee theft
 Affirmative action
 Comparable work
 Employee privacy rights

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HR CERTIFICATION
 HR is becoming more professionalized.
 Society for Human Resource Management (SHRM)
 SHRM’s Human Resource Certification Institute (HRCI)
 SPHR (Senior Professional in HR) certificate
 GPHR (Global Professional in HR) certificate
 PHR (Professional in HR) certificate

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 QUESTIONS & ANSWERS
1–20 Thank you