Prepared by Joseph B. Mosca, Monmouth University & Marla M.

Kameny, Baton
Rouge Community College
PowerPoint Presentation Design by Charlie Cook, The University of West Alabama
2012 South-Western, Cengage Learning, Inc.
All rights reserved.
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Learning Objectives
After studying this chapter, you should be able to:
1. Describe contemporary human resource management
perspectives.
2. Trace the evolution of the human resource function in
organizations.
3. Identify and discuss
the fundamental goals of human resource management.
4. Describe the job of human resource managers from the
perspectives of professionalism and careers.
5. Discuss the setting for human resource management.
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Human Resources (HR)
The people an organization
employs to carry out various
jobs, tasks, and functions in
exchange for wages, salaries,
and other rewards.
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What Is Human Resource
Management (HRM) ?
The comprehensive set of managerial
activities and tasks concerned with
developing and maintaining a qualified
workforcehuman resourcesin ways
that contribute to organizational
effectiveness.
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Contemporary HRM Perspectives
Recognizing the importance of people as
a source of competitive advantage
Hiring, rewarding, and managing people
effectively within the limits of the law
Balancing legal and ethical concerns
with the needs of the organization
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Evolution of the Human Resource Function
Scientific Management,
Was concerned with how to
structure jobs to maximize
efficiency and productivity.
The Human Relations Era
Emphasized keeping workers
happy, since happy workers
were productive workers.
Personnel Management.
Organizations grew and
created personnel
departments to work with
employees.
HR Specialists
The 1964 Civil Rights Act and
other legal regulations made
hiring and promoting
employees more complex
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HRM in the
Electronic Age
Electronic technology has not drastically
affected how human resources are
managed, but certainly is affecting on how
HRM systems are delivered.
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Emerging HR Challenges
Financial crises
Stress in employees lives
Managing knowledge workers
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Reasons for a No Lay-Off Policy
Severance and re-hiring.
Accrued vacation and sick day payouts.
Pension and benefit payoffs.
Potential lawsuits.
Loss of institutional memory.
Lack of staffers when economy rebounds.
Survivors often suffer from stress.
Beyond the Book:
HR Managers Advocate No Lay-Off
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Goals of Human Resource Management
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Promoting Individual Growth
and Development
Education
Skills training
Career development
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HR Management as a
Staff Versus Line Function
Line managers
Are directly responsible for creating
goods and services.
Staff managers
Are responsible for supporting line
managements efforts to achieve
organizational roles and objectives.
Organizations have blurred this distinction.
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HRM in
Smaller Organizations
Small organizations use operating
managers to handle basic HR functions.
Small independent businesses generally
operate in the same way as small
organizations.
Very small organizations are exempt
from many legal regulations.
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HRM in
Larger Organizations
As an organization grows, a separate
HR unit becomes a necessity.
At 200 to 250 employees, it establishes
a self-contained HR department.
As growth continues, the HR department
develops into specialized departments.
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The HRM Function at Texas Instruments
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Human Resource
Management System
An integrated and interrelated approach
to managing human resources that fully
recognizes the interdependence among
the various tasks and functions that
must be performed.
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A Systems-Based Perspective
The HRM subsystem both affects and is
affected by other organizational
subsystems.
Utility Analysis
The attempt to measure, in objective terms,
the impact and effectiveness of HRM
practices in terms of metrics such as a firms
financial performance.
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A Systems View of HRM
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Key elements in successfully engineering change:
Link the change through the business strategy
Create quantifiable benefits
Engage key employees and suppliers early
Integrate required behavior changes
Lead clearly and consistently
Invest to implement a sustained change
Communicate continually
Sell commitment to the change
Beyond the Book:
Managing Change in Organizations
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HRM as a Center for Expertise
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Careers in HR are expected
to continue to grow.
How to enter the HR field:
Earn a degreea master of
science or MBA in HR.
Seek an entry level job, and
become a line manager.