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Week 1 - Introduction to HRM

This document introduces Human Resource Management (HRM), outlining its significance in the management process and the responsibilities of HR managers. It emphasizes the importance of effective HRM to avoid common personnel mistakes and describes the roles of line and staff managers in HR functions. Additionally, it discusses trends shaping HRM and ethical considerations in the workplace.

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Maheen Azhar
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4 views

Week 1 - Introduction to HRM

This document introduces Human Resource Management (HRM), outlining its significance in the management process and the responsibilities of HR managers. It emphasizes the importance of effective HRM to avoid common personnel mistakes and describes the roles of line and staff managers in HR functions. Additionally, it discusses trends shaping HRM and ethical considerations in the workplace.

Uploaded by

Maheen Azhar
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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CHAPTER 1:

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Reference: Dessler, G. (2017) Human Resource Management, 15 edition, Pearson education.

Week 1
Aisha Siddique
LEARNING OUTCOMES
1. Explain what human resource management is and
how it relates to the management process.
2. Show with examples why human resource management
is important to all managers.
3. Illustrate the human resources responsibilities of line
and staff (HR) managers.
Unit 1.1: What Is Human Resource Management?
The Management Process
Planning

Controlling Organizing

Leading Staffing
The Management Process
The
• Planning:
 Establishing goals and standards;

• Organizing:
 Giving each subordinate a special task;

• Staffing:
 Determining what type of people should be hired;

• Leading:
 Getting others to get the job done;

• Controlling:
 Setting standards such as sales quotas, quality standards or
production levels.
Human Resource Management at Work

What Is Human Resource Management (HRM)?


The process of acquiring, training, appraising, and
compensating employees, and of attending to their labor
relations, health and safety, and fairness concerns.
• Organization
People with formally assigned roles who work together to
achieve the organization’s goals.
• Manager
The person responsible for accomplishing the
organization’s goals, and who does so by managing the
efforts of the organization’s people.
Human Resource Management Processes

Acquisition

Fairness Training

Human
Resource
Management
Health and
(HRM) Appraisal
Safety

Labor Relations Compensation


HR Manager’s Job

• Conducting job analyses


• Planning labor needs and recruiting job candidates
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries
• Providing incentives and benefits
• Appraising performance
• Communicating
• Training and developing managers
• Building employee commitment
What a manager should know about:

• Equal opportunity and affirmative action


• Employee health and safety
• Handling grievances and labor relations
Unit 1.2 : Why is Human Resource Management Important to All
Managers?
• Perhaps it’s easier to answer this by listing some of the personnel
mistakes you don’t want to make while managing.
• Hire the wrong person for the job
• Experience high turnover
• Have your people not doing their best
• Waste time with useless interviews
• Have your firm in court because of discriminatory actions
• Have some employees think their salaries are unfair and
inequitable relative to others in the organization
• Allow a lack of training to undermine your department’s
effectiveness
• Commit any unfair labor practices
Unit 1.3: Line and Staff Aspects of HRM

• Line Authority

• Gives managers the right (or authority) to issue


orders to other managers or employees.
• It creates superior-subordinate relationship.

• Staff Authority
• Gives the manager the right to advise other
managers or employees.
• It creates an advisory relationship.
Line and Staff Aspects of HRM
Line and Staff Aspects of HRM

• Line Manager
• Is authorized (has line authority) to direct the work of subordinates
and is responsible for accomplishing the organization’s tasks.

• Staff Manager
• Assists and advises line managers.
• Has functional authority to coordinate personnel activities and
enforce organization policies.

• Human resource managers are usually staff managers.


• They assist and advise line managers with recruiting, hiring, and
compensation.
• However, line managers still have human resource duties.
Line Managers’ HRM Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
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
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
Human Resource Managers’ Duties

• Line Function
• An HR manager directs the activities of the
people in the HR department.

• Coordinative Function
• An HR manager coordinates organizational-
wide personnel activities

• Staff Function
• An HR manager provides HRM assistance
and advice to line managers.
Human Resource Specialties

Recruiter

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

Compensation
manager
Human Resource Specialties
Recruiters search for qualified job applicants.

Equal employment opportunity (EEO) coordinators investigate and resolve


EEO grievances; examine organizational practices for potential violations;
and compile and submit EEO reports.

Job analysts collect and examine information about jobs to prepare job
descriptions.

Compensation managers develop compensation plans and handle the


employee benefits program.

Training specialists plan, organize, and direct training activities.

Labor relations specialists advise management on all aspects of union–


management relations.
Unit 1.4: Trends Shaping Human Resource Management

Globalization
and Competition
Trends

Indebtedness
(“Leverage”) Technological
and Trends
Deregulation
Trends in HR
Management
Workforce and
Trends in the
Demographic
Nature of Work
Trends

Economic
Challenges and
Trends
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
Strategy and the Basic Human Resource Management Process
KEY TERMS

organization
manager
management process
human resource management (HRM)
authority
line authority
staff authority
line manager
staff manager
functional authority
globalization
human capital

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