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Chapter: 1
Introduction to Human Resource Management
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What is HRM
Is the process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns.
What is a manager
Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries
compensating employees
Employment law Equal opportunity and affirmative action Employee health and safety Handling grievances and labor relations
Affirmative action refers to policies that take factors including "race, color, religion, gender, sexual orientation or national origin into consideration in order to benefit an underrepresented group, usually justified as countering the effects of a history of discrimination. (Wekipedia)
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Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your company 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 departments effectiveness Commit any unfair labor practices
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Basic HR Concepts
Getting results
HR creates value by engaging in activities that produce the employee behaviors the company needs to achieve its strategic goals.
HR and Authority
Line authority
Issue orders
It creates a superior-subordinate relationship A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Within the dept HR has line authority.
Line manager
Staff Authority:
It creates and advisory relationship Staff authority cannot issue orders down the line A manager who assists and advises line managers. (Across departments)
Staff manager
Placing the right person on the right job Starting new employees in the organization (orientation) Training employees for jobs new to them Improving the job performance of each person Gaining creative cooperation and developing smooth working relationships Interpreting the firms policies and procedures Controlling labor costs
6. 7.
8.
9. 10.
HR Managers Duties/Functions
1. 2.
Functional authority
Ensures other functional managers are implementing the firms HR policies and practices
3.
HR Managers Duties/Functions
1.
A line function
The HR manager directs the activities of the people in his or her own department and in related service areas
Exerts line authority within the HR department. They may exert Implied authority outside their dept.
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HR Managers Duties/Functions
2.
A coordinative function
HR managers also coordinate personnel activities, a duty often referred to as functional control.
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HR Managers Duties/Functions
3.
Assisting and advising line managers is the heart of the HR managers job.
Advices CEO to better understand personnel issues Assists in hiring, training, evaluating, rewarding, counseling, promotion and firing employees. Administers various health and benefit programs
Helps line managers comply with equal employment and occupational safety laws, handling grievances, labor relations. Promotes employee advocacy role
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Recruiters HRD specialists Equal employment opportunity (EEO) coordinators Job analysts Compensation manager
Cont
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**
Source: Adapted from BNA Bulletin to Management, June 29, 2000 *STD: Short Term Disability *LTD: Long Term Disability **HRIS: Human Resources Information Systems.
Figure 11
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Figure 12
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So Companies Must Be
More competitive Faster and more responsive More cost-effective Human-Capital oriented Quality conscious Downsized Organized flatter Organized around empowered teams Learners More fiscally conservative More scientific in DM
A Changing HR Environment
Globalization
Skills and training needs High Tech Jobs Service Jobs Exporting Jobs Human Work and Human capital
Workforce demographics
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Took over hiring and firing, payroll, and benefit plans administration. In the 1930s added protecting the firm in its interaction with unions responsibilities (labor relations). Assumed organizational responsibilities for equal employment and affirmative action. Focus shifted to HRD (1985-1995) Now???
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Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
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A strategic plan is the companies plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.
Essence of Strategic Planning:
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Strategy
A course of action.
The companys long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.
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SHRM means formulating and executing HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. HR managers today are more involved in partnering with their top managers in both designing and implementing their companies strategies.
What is HR omph?
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A high-performance work system is an integrated set of human resource policies and practices that together produce superior employee performance
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Intranet-based employee portals through which employees can self-service HR transactions. Increased efficiency of HR operations (Productivity). The ability to outsource HR activities to specialist service providers. Table: 1-2
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