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Week 1 - Introduction To HRM

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Week 1 - Introduction To HRM

Uploaded by

Mohamed Gamal
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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HRM927

Human Resource Management

Dr. Nada Basset


Let’s get introduced
My turn now

Nada Basset
Classroom Etiquette

Punctuality

Food Note
& Taking
Drinks

Attention
TIMELINE

18.15 HH 19.30 HH 20.00 HH 21.00 HH 21.30 HH

Lecture
Lecture Start Coffee Break Practice Lecture end
resume

5
What is HRM?

Chapter One
Source: Dessler (2020)
Chapter’s
Learning
Objectives

Explain what HRM is and how it relates to the management process.


Briefly discuss and illustrate the important trends influencing human
resource management.
Briefly describe six important components or pillars of human resource
management today.
List at least four important human resource manager competencies.
What is an Organization?

People
A group consisting of
people with formally
assigned roles who
work together to
achieve the
Purpose Structure organization’s goals.
What is Management?

• Establishing goals and standards; developing rules and procedures; developing plans
Planning and forecasts

• Assigning tasks; establishing departments; delegating authority to subordinates;


Organizing establishing channels of authority and communication; coordinating the work

• Determining what type of people should be hired; recruiting prospective employees;


Staffing selecting employees; setting performance standards; compensating employees;
evaluating performance; counseling employees; training and developing

Leading • Getting others to get the job done; maintaining morale; motivating subordinates

• Setting standards such as sales quotas, quality standards, or production levels;


Controlling checking to see how actual performance compares with these standards; taking
corrective action as needed 9
What is Human Resource Management
The process of acquiring, training, appraising, and
compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.

10
HRM Cycle
Conducting
HR Planning Recruitment
Job Analysis

Training and
Compensation Selection
Development

Incentives and Performance


Retention
Benefits Management
11
HR Planning Process

12
Performance Management Cycle

13
What do you need to know as a Manager?

Equal opportunity and


affirmative action

Employee health and safety

Handling grievances and


labor relations

14
HR Department Responsibilities

Placing the right person in the right job


Starting new employees in the organization (orientation)
Training employees for jobs that are new to them
Improving the job performance of each person
Developing smooth working relationships
Interpreting the company’s policies and procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining departmental morale
Protecting employees’ health and physical conditions

15
Classroom Practice: Global HRM
In teams of four, prepare a speech
about how each of the following Economy
four keyplayers shaped the
Egyptian labour market. Support
your argument with examples.
Global
Innovation Technology
HRM

Social Trends
16
Main HRM Trends

17
Strategic Human
Resource Management

Formulating and executing human


resource policies and practices that
produce the employee competencies
and behaviors the company needs to
achieve its strategic aims.
Sustainability and HRM
• Businesses can't just measure “performance” in terms
of maximizing profits. They argue that companies’
efforts should be “sustainable,” by which they mean
judged not just on profits, but also on their
environmental and social performance as well.
• PepsiCo has a goal to deliver “Performance with
Purpose”— to deliver financial performance while also
achieving human sustainability, environmental
sustainability, and talent sustainability. PepsiCo wants
to achieve business and financial success while leaving
a positive imprint on society.
Employee Engagement and HRM

employee engagement refers to being psychologically involved in,


connected to, and committed to getting one’s jobs done.
Engaged employees “experience a high level of connectivity with their
work tasks,” and therefore work hard to accomplish their task-related
goals.
Employers expect HR to help achieve employee engagement because
it drives performance.
Ethics and HRM

The principles of conduct governing


an individual or a group; specifically,
the standards you use to decide what
your conduct should be.
Ethics and HRM
Moral Reasoning
Used when a decision is made about what
we ought or ought not to do.
Moral Values (Terminal)
Values that benefit oneself and others and
are worthwhile for their own sake.
Nonmoral (Instrumental)Values
Values that are goal oriented—a means to
an end to be achieved.
Critical
Thinking

In HRM, should we focus on


‘ethical decision-making’
Or
‘Moral Reasoning’?
The New HR Manager
Leadership and Navigation

Relationship Management

Ethical Practice

Critical Evaluation

Business Acumen

Consultation

Global Effectiveness

Communication
Classroom Practice

Team 1 Team 2 Team 3

Leadership and Business Critical


Navigation Acumen Evaluation

Global Relationship
Communication
Effectiveness Management

Team 4 Team 5 Team 6


Case Application (1)
As a new member of the board of directors for a local bank, Jack Nelson was
being introduced to all the employees in the home office. When he was
introduced to Ruth Johnson, he was curious about her work and asked her what
the machine she was using did. Johnson replied that she really did not know
what the machine was called or what it did. She explained that she had only
been working there for 2 months. However, she did know precisely how to
operate the machine. According to her supervisor, she was an excellent
employee. At one of the branch offices, the supervisor in charge spoke to
Nelson confidentially, telling him that “something was wrong,” but she didn’t
know what. For one thing, she explained, employee turnover was too high, and
no sooner had one employee been put on the job than another one resigned.
With customers to see and loans to be made, she continued, she had little time
to work with the new employees as they came and went.
Case Application (2)
All branch supervisors hired their own employees without
communication with the home office or other branches. When an
opening developed, the supervisor tried to find a suitable employee to
replace the worker who had quit. After touring the 22 branches and
finding similar problems in many of them, Nelson wondered what the
home office should do or what action he should take. The banking
firm generally was regarded as being a well-run institution that had
grown from 27 to 191 employees during the past 8 years. The more he
thought about the matter, the more puzzled Nelson became. He
couldn’t quite put his finger on the problem, and he didn’t know
whether to report his findings to the president.
Case Application Questions (3)
1. What do you think is causing some of the problems in the
bank’s home office and branches?
2. Do you think setting up an HR unit in the main office
would help?
3. What specific functions should an HR unit carry out?
4. What HR functions would then be carried out by
supervisors and other line managers?
5. What role should the Internet play in the new HR
organization?
28
Thank you for a wonderful
lecture

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