At Boeing, when we say we'll give you the resources

and vision to go farther, faster, we'll back it up. For us

to stay at the forefront of technology, we are constantly
in search of new frontiers to explore. And we ask the
same of you. Join us and take your dreams as far as
you've imagined, or change your mind in midstream if
you like. With operations in 27 states and 60 countries,
you can explore some exciting locations, as well.
Become part of Boeing and you'll become part of a
company with a history as renowned as the history of
aviation itself - and an even more exciting future.
 Human Resource Management
defined.

Human Resource Management

encompasses those activities designed to
provide for and coordinate the human
resources of an organization.
ACTIVITIES OF THE MAJOR HUMAN RESOURCE FUNCTIONS
Designing and
Conducting
Orientation
• • joband
training
analysisimplementing
employees.
to establish
the
compensation
specific andrequirements
benefit system forof
Human Resource • Designing and implementing
individual
all employees. jobs within the
management and organizational
Development •
organization.
development
Ensuring thatprograms.
compensation and
• Forecasting
benefits are fair
theandhuman
consistent.
resource
• Developing effective team within the
Human Resourcerequirements the organization needs
organization.
to achieve its objectives.
Planning• , recruitment
Designing systems for appraising the
Compensation and and selection
• Developing and implementing a plan
performance of individual employees.
to meet these requirements.
benefits • Assisting employees in developing
• Recruiting the human resource the
career plans.
organization requires to achieve its
objectives.
• Selecting the human resource to fill
specific jobs within the organization.
 ACTIVITIES OF THE MAJOR HUMAN RESOURCE FUNCTIONS

• Serving as an intermediary
between the organization and its
Employee and labor union.
relations • Designing discipline and grievance
handling systems.

• Designing and implementing

program to ensure employee health
and safety.
Safety and health
• Providing assistance to employees
with personal problems that
influence their work performance.

• Providing human resource

information base.
Human resource research
• Designing and implementing
employee communication system.
 ACTIVITIES OF THE MAJOR HUMAN RESOURCE FUNCTIONS

Human Resource
Employee and labor
Planning , recruitment
relations
and selection

FUNCTIONS
Human Resource OF HUMAN RESOURCE
Safety and health
Development DEPARTMENT

Compensation and
benefits Human resource research
 WHO PERFORMS HUMAN
RESOURCE FUNCTIONS

Person who devote majority of

working
Humantime to human resource
Resource
issues,Generalist
but does not specialize in
any specific areas.

Persons specially trained in one

or more
Humanareas
Resourceof human resource
management
Specialist (e.g., labor
relations specialist.
Challenges
Challenges for
for Human
Human
Resource
Resource Management.
Management.

Structural
Diversity
Regulatory
in the
changes to
work
changes
force
organization
CORPORATE DIVERSITY-VISION FOR DIVERSITY
Mission
To leverage the unique talents, strengths and assets of our
diversity in order to be the World's best quick service restaurant
experience.
Vision
Ensure that our employees, owner operators and suppliers
reflect and represent the diverse populations McDonald's
serves around the world. Harness the multi-faced qualities of
our diversity - individual and group differences among our
people - as a combined, complementary force to run great
restaurants.
Maximize investments in the quality of community life in the
diverse markets we serve.
Expanding the range of opportunities for all our people -
employees, owner operators and suppliers - to freely invest
human capital, ideas, energies, expertise and time.
Diversity - We continuously strive to maintain an
environment in which everyone feels valued,
accepted and rewarded as an integral part of the
team. Our corporate vision for diversity is to
leverage the unique talents, strengths and assets
of our people in order to provide the worlds best
quick service restaurant experience. We believe
diversity goes beyond race and gender to include
diversity of experience and ideas.
 ICI has no wish to influence people in their
personal beliefs but specifically disassociates itself
from any activity which challenges our
commitment to cultural diversity and equal
opportunities.
 A diverse and involved team

We value the skills, strengths and perspectives of our

diverse team. We will foster a participatory workplace
that enables people to get involved in making
decisions about their work that advance our common
business objectives.
 Rightsizing is the continuous
Structural
and proactive assessment of
changes to mission critical work and its
organization staffing requirement.

Outsourcing refers to
Downsizing is the laying off of subcontracting work to an
large number of managerial outside
Reengineering
Outsourcing
Downsizing
Rightsizing company that
and other employees specialize that particular type
of work.

Reengineering refers to a
fundamental rethinking and
radical redesign of business
process to achieve dramatic
improvements in cost, quality,
service and speed.
 Responses of firms to the new
competitive realities

Teams of specialists come together to work

VIRTUAL on a project and disband when the project is
ORGANIZATION finished.

Employees operate remotely from each other VIRTUAL WORK

and from managers. They work anytime, PLACE

anywhere.
Responses of firms to the new
competitive realities

TQM is a set of principles

and practices whose core
ideas include understanding
customer needs, doing
things right the first time,
and striving for continuous
improvement.
 Company profits and human
resource manager.
Properly
Install
Encourage
Maintain
Hire
Decrease
the
human
competitive
train
best
costly
employees
and
people
resource
material
develop
paywho
available
practices
information
waste
probably
all employees
by
atand
eliminating
every
know
systems
benefit
more
level
so programs
to
they
bad
about
and
streamline
can
work
avoid
their
to
improve
habits
foster
over
jobs
and
automate
than
a
staffing.
and
their
motivational
values
anyone
attitudes
many
toelse,
climate
the
human
andcompany
to submit
for
poor
resource
employees.
and
working
ideas
functions.
dofor
a better
increasing
conditions
job ofthe
that
producing
productivity
lead andto
and reducing
carelessness
selling high quality
and
costs.
mistakes.
products and services at the lowest possible
cost.
 Company profits and human
resource manager.
Stay
Minimize
Eliminate
Install
on and
top
wasted
employees
of
monitor
absenteeism
timeturnover
by
effective
employees
and
and
safety
institute
creating
through
andprograms
sound
ahealth
workjob
programs
designed
atmosphere
design. toto
that
reduce
Reduce
reduce
promotes
money
unnecessary
lost time
job
spent
satisfaction.
accidents
for
overtime
time not
expense
and
worked.
keepby increasing
medical and productivity
worker’s
during
compensation
a normalcosts
day. low.
 Communicating Human Resource
Programs.

• Avoid communicating
Guidelinesin peer group
Communication can
for or privileged
be
defined as the transfer of
class group language.
Communicating Human
information that is meaningful
Resource Programs
• Don’t ignore to those
the involved.
cultural aspects of communication.
• Backup communications with management actions.
• Periodically reinforce employee communication.
• Transmit information and not just data.
• Don’t ignore the perceptual and behavioral aspects of
communication.