Functional aspect of human resource manegment

Human Resources Management definitionHuman Resources Management definition

Human resource management is concerned with the ‘people’ dimension Human resource management is concerned with the ‘people’ dimension in managementin management

acquiring their servicesacquiring their services

developing their skillsdeveloping their skills

motivating them to high levels of performancemotivating them to high levels of performance

Ensuring that they continue to maintain theirEnsuring that they continue to maintain theirCommitment to the organizationCommitment to the organization

Organizational ObejctivesOrganizational Obejctives

Human Resources Management definitionHuman Resources Management definition

hrmhrm

1 ACQUISITIONS

2 DEVELOPMENT

3 MOTIVATION

4 MAINTENANCE

Hrm activities focus on

Productivity

Quality

Services

Hrm objectives proportionHrm objectives proportion

Recruitment, selection, positioningRecruitment, selection, positioning 55 %

Training and developmentTraining and development 46 %

36 %

28 %

CompensationsCompensations

Industrial relationIndustrial relation

HRM Objectives

1 increasing value of the human capital

2 recruiting and maintenance HR

3 HR skills and capability development

4 Identifications and compensation

5 Cost and effectiveness system result

6 Efficient administration

Traditional HR functions:Traditional HR functions:

Administration focused onlyAdministration focused only

Reactive Reactive

Separated & isolated from Separated & isolated from Company’s missionCompany’s mission

Production focused onlyProduction focused only

Vertical authorityVertical authority

Human Resources=costHuman Resources=cost

HR on the next century functions:HR on the next century functions:

focused on Strategy focused on Strategy

Pro - Active Pro - Active

As key part of the As key part of the Company’s missionCompany’s mission

Focused on ServicesFocused on Services

Horizontal responsibilityHorizontal responsibility

HR=investment (expertise)HR=investment (expertise)

Primary Functions of Management

◦ Planning – establishing goals

◦ Organizing – determining what activities need to be done

◦ Leading – assuring the right people are on the job and motivated

◦ Controlling – monitoring activities to be sure goals are met

Strategic Environment Governmental Legislation Labor Unions Management Thought

Four basic functions:

Staffing Training and

Development Motivation Maintenance

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employment planning◦ ensures that staffing will contribute to the organization’s

mission and strategy.

Job analysis

◦ determining the specific skills, knowledge and abilities needed to be successful in a particular job

Recruitment◦ the process of attracting a pool of qualified applicants

that is representative of all groups in the labor market Selection

◦ the process of assessing who will be successful on the job, and

◦ the communication of information to assist job candidates in their decision to accept an offer.

Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities

Orientation and socialization help employees to adapt

Four phases of training and development◦ Employee training◦ Employee development◦ Organization development◦ Career development

,

Activities in HRM concerned with helping employees exert at high energy levels.

Function of two factors:◦ Ability◦ Willingness

Respect

Managing motivation includes:◦ Job design

◦ Setting performance standards.

◦ Establishing effective compensation and benefits programs.

A

Activities in HRM concerned with maintaining employees’ commitment and loyalty to the organization.◦ Health◦ Safety◦ Communications◦ Employee assistance programs

Effective communications programs provide for 2-way communication to ensure that employees are well informed and that their voices are heard.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Four Functions:◦ Employment◦ Training and development◦ Compensation/benefits◦ Employee relations

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employment - Employment specialists:◦ coordinate the staffing function◦ advertising vacancies◦ perform initial screening◦ interview◦ make job offers◦ do paperwork related to hiring

Training and Development – ◦ help employees to maximize their potential◦ serve as internal change agents to the organization◦ provide counseling and career development

Compensation and Benefits – ◦ establish objective and equitable pay systems◦ design cost-effective benefits packages that help attract

and retain high-quality enployees.◦ help employees to effectively utilize their benefits, such

as by providing information on retirement planning.

Employee Relations – involves:◦ communications◦ fair application of policies and procedures◦ data documentation ◦ coordination of activities and services that enhance

employee commitment and loyalty◦ Employee relations should not be confused with labor

relations, which refers to HRM in a unionized environment.

Purpose and Elements of HRM Communications◦ Keep employees informed of what is happening and

knowledgeable of policies and procedures. ◦ Convey that the organization values employees. ◦ Build trust and openness, and reinforce company goals.

Research has shown that a fully functioning HR department does make a difference.

Organizations that spend money to have quality HR programs perform better than those who don’t.

Practices that are part of superior HR services include:◦ rewarding productive work◦ creating a flexible work-friendly environment◦ properly recruiting and retaining quality workers◦ effective communications

General managers may perform HRM functions, HRM activities may be outsourced, or a single generalist may handle all the HRM functions.

Benefits include◦ freedom from many government regulations◦ an absence of bureaucracy◦ an opportunity to share in the success of the

business

HRM functions are more complex when employees are located around the world.

Consideration must be given to such things as foreign language training, relocation and orientation processes, etc.

HRM also involves considering the needs of employees’ families when they are sent overseas.

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