Fundamentals of HRM - Human Resource Development - Lecture Slides, Slides of Human Resource Management

Download Fundamentals of HRM - Human Resource Development - Lecture Slides and more Slides Human Resource Management in PDF only on Docsity! Chapter 2 Fundamentals of HRM Fundamentals of Human Resource Management Docsity.com Management Essentials • Management involves setting goals and allocating scarce resources to achieve them. • Management is the process of efficiently achieving the objectives of the organization with and through people. Docsity.com Why is HRM Important to an Organization? • The Strategic Nature – HRM must be – a strategic business partner and represent employees. – forward-thinking, support the business strategy, and assist the organization in maintaining competitive advantage. – concerned with the total cost of its function and for determining value added to the organization. Docsity.com Why is HRM Important to an Organization? • HRM is the part of the organization concerned with the “people” dimension. • HRM is both a staff, or support function that assists line employees, and a function of every manager’s job. Docsity.com Why is HRM Important to an Organization? • HRM Certification – Colleges and universities offer HR programs. – The Society for Human Resource Management and Human Resource Certification Institute offer professional certification. Docsity.com How External Influences Affect HRM • HRM Strategic Environment includes: – Globalization – Technology – Work force diversity – Changing skill requirements – Continuous improvement – Work process engineering – Decentralized work sites – Teams – Employee involvement – Ethics Docsity.com How External Influences Affect HRM • Governmental Legislation – Laws supporting employer and employee actions • Labor Unions – Act on behalf of their members by negotiating contracts with management – Exist to assist workers – Constrain managers – Affect non unionized workforce Docsity.com How External Influences Affect HRM • Management Thought – Management principles, such as those from scientific management or based on the Hawthorne studies influence the practice of HRM. – More recently, continuous improvement programs have had a significant influence on HRM activities. Docsity.com Goals of the Training and Development Function • Activities in HRM concerned with assisting employees to develop up-to- date skills, knowledge, and abilities • Orientation and socialization help employees to adapt • Four phases of training and development – Employee training – Employee development – Organization development – Career development Docsity.com The Motivation Function • Activities in HRM concerned with helping employees exert at high energy levels. • Implications are: – Individual – Managerial – Organizational • Function of two factors: – Ability – Willingness • Respect Docsity.com The Motivation Function • Managing motivation includes: – Job design – Setting performance standards – Establishing effective compensation and benefits programs – Understanding motivational theories Docsity.com Translating HRM Functions into Practice • Four Functions: – Employment – Training and development – Compensation/benefits – Employee relations Docsity.com Translating HRM Functions into Practice • Employment - Employment specialists: – coordinate the staffing function – advertising vacancies – perform initial screening – interview – make job offers – do paperwork related to hiring • Training and Development – – help employees to maximize their potential – serve as internal change agents to the organization – provide counseling and career development Docsity.com Translating HRM Functions into Practice • Compensation and Benefits – – establish objective and equitable pay systems – design cost-effective benefits packages that help attract and retain high-quality employees. – help employees to effectively utilize their benefits, such as by providing information on retirement planning. Docsity.com Translating HRM Functions into Practice • Effective Communication programs involve: – Top Management Commitment – Effective Upward Communication – Determining What to Communicate – Allowing for Feedback – Information Sources Docsity.com Does HRM Really Matter? • Research has shown that a fully functioning HR department does make a difference. • Organizations that spend money to have quality HR programs perform better than those who don’t. • Practices that are part of superior HR services include: – rewarding productive work – creating a flexible work-friendly environment – properly recruiting and retaining quality workers – effective communications Docsity.com HRM in an Entrepreneurial Enterprise • General managers may perform HRM functions, HRM activities may be outsourced, or a single generalist may handle all the HRM functions. • Benefits include – freedom from many government regulations – an absence of bureaucracy – an opportunity to share in the success of the business Docsity.com