dessler hrm12ge ppt 01

5/28/2018 Dessler Hrm12ge Ppt 01

1/32GARY DESSLER

HUMAN RESOURCE MANAGEMENT

12th Edition

Chapter 1

Introduction toHuman Resource

Management

Part 1 Introduction


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Human Resource Management at Work

What Is Human Resource Management (HRM)?

The effective use of people to achieve both organizational

and individual goals

The process of acquiring, training, appraising, and

compensating employees, and of attending to their labor

relations, health and safety, and fairness concerns.

Why care about HRM?

Impact on you as employees

Impact on you as managers

Potential future roles as HR professionals

Impact of HRM on organizations


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Human Resource Management at Work

Organization

People with formally assigned roles who work together to

achieve the organizations goals.

Manager

The person responsible for accomplishing the organizationsgoals, and who does so by managing the efforts of the

organizations people.


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The Management Process

Planning

Organizing

Leading Staffing

Controlling


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Human Resource Management Processes

Recruitment

Training

Appraisal

CompensationLabor

Relations

Health and

Safety

Fairness

Human

Resource

Management

(HRM)


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Personnel Aspects of a Managers Job

Conducting job analyses

Planning labor needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries

Providing incentives and benefits

Appraising performance

Communicating

Training and developing managers

Building employee commitment


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Personnel Mistakes

Hire the wrong person for the job.

Experience high turnover.

Have your people not doing their best.

Waste time with useless interviews.

Have your firm in court because of discriminatory actions.

Have your firm cited by Occupational Safety Laws for

unsafe practices and accidents.

Have some employees think their salaries are unfair andinequitable 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

The bottom line of managing:

Getting results

HR creates value by engaging in

activities that produce the employee

behaviors that the organization needsto achieve its strategic goals.

Looking ahead: Using evidence-based

HRM to measure the value of HRactivities in achieving those goals.


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111

Line and Staff Aspects of HRM

Authority

The right to make decisions, direct others work, and give

orders.

Line authority

The authority exerted by an HR manager by directing theactivities of the people in his or her own department and in

service areas.

Staff Authority

Staff Authority gives the manager right (authority) to adviseother managers or employees.

Functional Authority

The authority exerted by and HR Manager as coordinator of

personnel activities.


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112

Line and Staff Aspects of HRM

Line Manager

Is authorized (has line authority) to direct the work of

subordinates and is responsible for accomplishing the

organizations tasks.

Staff Manager

Assists and advises line managers.

Has functional authority to

coordinate personnel activities

and enforce organization policies.


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Line Managers HRM Responsibilities

1. Placing the right person on the right job

2. Starting new employees in the organization

(orientation)

3. Training employees for jobs that are new to them

4. Improving the job performance of each person

5. Gaining creative cooperation and developing smooth

working relationships

6. Interpreting the firms policies and procedures

7. Controlling labor costs

8. Developing the abilities of each person

9. Creating and maintaining department morale

10. Protecting employees health and physical condition


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Human Resource Managers Duties

Line FunctionLine Authority

Staff FunctionsStaff Authority

Assist & Advise

Functions of

HR Managers

Coordinative

Function

Functional Authority


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115

FIGURE 11 Human Resources Organization Chart for a Large Organization


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116

FIGURE 12- Human Resources Organization Chart for a Small Company


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117

Human Resource Specialties

Recruiter

EEO

coordinator

Labor relations

specialist

Training

specialistJob analyst

Compensation

manager

Human

Resource

Specialties


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118

New Approaches to Organizing HR

Transactional HR

group

Corporate

HR group

Embedded

HR unit

New HR Services Groups

Centers of

Expertise


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Transactional HR

Departmental activities such as payroll, benefitsadministration and records keeping are easily outsourced or

digitized (or should be) with significant cost savings.

Corporate HR

HR may be at plant level or may be restricted/ responsibleat particular location only. Corporate HR is the person who

is working at corporate level & handling centralized HR

activity and assist top management in developing long-term

strategic plans.

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Embedded HR To assign HR generalist directly to departments like sales

and production, to provide the localized human resource

management assistance and department needs.

The Centers of Expertise

The Centers of Expertise are like specialized HR consulting

firms within the company, providing specialized

assistance.

120


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121

Trends Shaping Human Resource

Management

Globalization

and Competition

Trends

TechnologicalTrends

Indebtedness

(Leverage) and

Deregulation

Trends in the Natureof Work

Workforce and

DemographicTrends

Economic

Challenges and

Trends

Trends in HR

Management


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122

FIGURE 14 Trends Shaping Human Resource Management


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123

FIGURE 15 Employment Exodus: Percent of employers who said they

planned as of 2008 to offshore a number of these jobs


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Trends in the Nature of Work

High-Tech

Jobs

Service

Jobs

Changes in How We Work

Knowledge Work

and Human

Capital


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Workforce and Demographic Trends

Demographic Trends

Generation Y

Retirees

Nontraditional Workers

Trends Affecting

Human Resources


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129

Important Trends in HRM

The New HRManagers

High-Performance

Work Systems

Strategic

HRM

Evidence-Based

HRM

Managing

Ethics

HR

Certification

Human Resource

Management

Trends


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130

Meeting Todays HRM Challenges

Focus more on bigpicture

(strategic issues)

Find new ways to

provide

transactional

services

The New Human Resource

Managers

Acquire broader

businessknowledge and

new HRM

proficiencies


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133

High-Performance Work Systems

Increase productivity and performance by:

Recruiting, screening and hiring more effectively

Providing more and better training

Paying higher wages

Providing a safer work environment

Linking pay to performance


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134

Evidence-Based HRM

Actual

measurements

Existing

data

Providing Evidence for

HRM Decision Making

Research

studies


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135

Managing Ethics

Ethics

Standards that someone uses to decide

what his or her conduct should be

HRM-related Ethical Issues

Workplace safety

Security of employee records

Employee theft

Affirmative action

Comparable work Employee privacy rights


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136

HR Certification

HR is becoming more professionalized.

Society for Human Resource Management (SHRM)

SHRMs Human Resource Certification Institute (HRCI)

SPHR (Senior Professional in HR) certificate

GPHR (Global Professional in HR) certificate

PHR (Professional in HR) certificate


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137

The Plan of This Book: Basic Themes

HRM is the responsibility of every manager.

The workforce is becoming increasingly diverse.

Current economic challenges require that HR

managers develop new and better skills to

effectively and efficiently deliver and manage HRservices.

The intensely competitive nature of business today

means human resource managers must defendtheir plans and contributions in measurable terms.


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139

K E Y T E R M S

organization

manager

management process

human resource management (HRM)

authority

line authority

staff authority

line manager

staff manager

functional authority

globalization

human capital


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C i ht 2011 P Ed ti 1 40

All rights reserved. No part of this publication may be reproduced,

stored in a retrieval system, or transmitted, in any form or by

any means, electronic, mechanical, photocopying, recording, or

otherwise, without the prior written permission of the publisher.

Printed in the United States of America.

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