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1、Human Resource Management,Part 1: Introduction,Introduction to Human Resource Management 2. Strategic Human Resource Management,Chapter 1: Introduction to Human Resource Management,A. Human Resource Management at work What is Human Resource Management? Why is Human Resource Management Important to a
2、ll Managers? Line Managers Human Resource Duties Human Resource Managers Duties,A. Human Resource Management at work,What is Human Resource Management?Management process: planningorganizingstaffingleadingcontrolling,Human resource managementThe policies and practices involved in carrying out the “pe
3、ople” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.,2. Why is H
4、uman Resource Management Important to all Managers? Help you avoid: - hire the wrong person for the job- experience high turnover- have your people not doing their best- waste time with useless interviews- have some employees think their salaries are unfair and inequitable relative to others in the
5、organization- allow a lack of training to undermine your departments effectiveness- commit any unfair labor practices Ensure that you get results through people,3. Line Managers Human Resource Duties,Placing the right person on the right jobstarting new employees in the organizationtraining employee
6、s for jobs that are new to them Improving the job performance of each persongaining creative cooperation and developing smooth working relationshipsinterpreting the companys policies and procedurescontrolling the abilities of each persondeveloping the abilities of each personcreating and maintaining
7、 department moraleprotecting employees health and physical condition,4. Human Resource Managers Duties,HR manager carries out three distinct functions: A line function: exert line authority within the HR departmentA coordinative function: coordinate personnel activities to ensure that line managers
8、are implementing the firms hr policies and practices. Staff functions: assisting and advising line managers in the management of employees.,Examples of HRM specialists include: Recruitersjob analystscompensation managerstraining specialistslabor relations specialists.,HR Managers proficiencies,Four
9、proficiencies HR proficiencies: traditional knowledge and skill in areas such as employee selection, training, and compensation. 2. Business proficiencies: assist the top management team in formulating strategies; explain HR activities in financially measurable terms Leadership proficiencies:work wi
10、th and lead management groups, and to drive the changes required Learning proficiencies:stay abreast of and apply all the new technologies and practices affecting the profession,Case oneIs There a Need for a HR Department?,1. What do you think was causing some of the problems in the bank home office
11、 and branches?,There is clearly a problem with communication, and the effects are felt in the area of employee commitment. Additional contributing factors include the lack of consistency in the policies and procedures of various locations. There is no cohesiveness to the staffing activities of this
12、organization.,2. Do you think setting up a HR unit in the main office would help?,Of course it would! Since there are HR-related problems both in the home office and in the branches, it is clear that if a personnel office were set up, it would need to help to coordinate the HR activities in the bran
13、ches.,What specific functions should it carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization?,HR Unit: job analyses, planning labor needs and recruiting, providing advising and training in the sel
14、ection process, orientation of new employees, managing wage and salary administration, managing incentives and benefits, providing and managing the performance appraisal process, organization-wide communications, and providing training & developing services. Supervisors and Other Line Managers: inte
15、rviewing and selection of job candidates, training new employees, appraising performance, departmental & personal communications, and training & development. Internet and HR: shift some activities to specialized online service portals and/or providers.,Case Two: Kwik & Kleen (KK) Laundry Company,1.
16、Make a list of 5 specific HR problems you think KK Laundry has to deal with? Potential answers could include the following: 1) Staffing the company with the right human capital by identifying the skills and competencies that are required to perform the jobs and the type of people that should be hire
17、d. Sourcing candidates and establishing an efficient and effective recruiting and selection process will be an important first step.2) Planning and establishing operational goals and standards and developing rules and procedures to support business goals and strategies. Failure to do so will result in a lack of clarity around performance expectations down the line as each store becomes operational.,
