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CHAPTER 1 Fundamentals of HRM

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Arlyssa Gail Aure Siagan
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35 views

CHAPTER 1 Fundamentals of HRM

Uploaded by

Arlyssa Gail Aure Siagan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Chapter 2

FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT

Learning Objectives

1. Explain what we mean by HRM


2. Describe the importance of HRM
3. Outline the components and the goals of the staffing, training and development, motivation and
maintenance functions of HRM
4. Explain the typical structure of HR department
5. Describe the current trends and opportunities in HRM

Lecture Notes

1. Why do we call it as Human Resource Management?


Human: refers to the skilled workforce in an organization.
Resource: refers to limited availability or scarce.
Management: refers how to optimize and make best use of such limited or scarce resource
so as to meet the organization goals and objectives.
Therefore, human resource management is meant for proper utilisation of available skilled
workforce and also to make efficient use of existing human resource in the organisation.
Today many experts claim that machines and technology are replacing human resource and
minimizing their role or effort. However, machines and technology are built by the humans
only and they need to be operated or at least monitored by humans and this is the reason why
companies are always in hunt for talented, skilled and qualified professionals for continuous
development of the organization.
Therefore, humans are crucial assets for any organisation, although today many tasks have
been handing over to the artificial intelligence but they lack judgement skills which cannot be
matched with human mind.

HUMAN RESOURCE MANAGEMENT DEFINED

 deals with how to manage people or employees in the organization.


 Edwin Flippo define HRM as “planning, organizing, directing, controlling of
procurement, development, compensation, integration , maintenance and separation of
human resources to the end that individual, organizational and social objectives are
achieved.”
According to Decenzo and Robbins,

 “Human Resource Management is concerned with the people dimension” in


management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment to the organization is essential to
achieve organizational objectives. This is true, regardless of the type of organization –
government, business, education, health or social action”.

2. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

The human resources department plays a critical role in ensuring employees are
engaged, fulfilled, and performing to the best of their abilities. No matter the
organization’s industry or size, a dedicated human resources staffer or department is
key to ensuring its employees — often called a business’s greatest asset — are
thriving.

The primary functions of human resource management are directly tied to the
welfare of the company’s personnel and its overall goals.

1. it helps the organization achieve its strategic goals


2. advocating for employees to ensure they are heard by management and team
members.
3. equipping employees with training and resources
4. creates a positive organizational culture
5. meet compliance regulations

3. THE HRM Functions

HRM is the part of the organization concerned with the “people” dimension. HRM can
be viewed in one of two ways. First, HRM is a staff or support function in the
organization, providing strategic, tactical, and transactional HR services to everyone in
the organization. Second, HRM is every manager ’ s job, whether you work in the HR
department or you supervise a crew of young part timers. All managers have HRM
responsibilities. HRM can be divided into four basic functions: (1) staffing, (2) training
and development, (3) motivation, and (4) maintenance. In other words, we might say
that HRM is made up of four activities: (1) hiring people, (2) preparing them, (3)
encouraging them, and (4) keeping them. A typical nonunion HRM department usually
includes four distinct areas: (1) employment, (2) training and development, (3)
compensation/benefits, and (4) employee relations. The components of the staffing,
training and development, motivation, and maintenance functions are divided between
the four areas.

4. HR TRENDS AND OPPORTUNITIES

11 HR Trends for 2023: Seizing the Window of Opportunity

1. A focus on total wellbeing


2. Managing workforce ecosystems
3. Redefining remote and hybrid work strategies
4. The evolving role of the CHRO
5. HR enters the metaverse
6. Creating purpose-driven organizations
7. Inclusion across the employee life cycle
8. Upskilling leaders and managers
9. Increased investments in deskless workers
10. The rise of algorithmic HR
11. Reshaping workplace learning

Reference: Fundamentals of Management of the latest edition by Robbins, Decenzo, and Coulter

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