HUMAN RESOURCE MANAGEMENT

Chapter 1
Introduction to Human Resource
Management

Part 1 Introduction

1–1
Human Resource Management at Work
• What Is Human Resource Management (HRM)?
➢ The process of acquiring, training, appraising, and compensating
employees, and of attending to their labor relations, health and
safety, and fairness concerns.
• Organization
➢ People with formally assigned roles who work together to
achieve the organization’s goals.
• Manager
➢ The person responsible for accomplishing the organization’s
goals, and who does so by managing the efforts of the
organization’s people.

1–2
 The Management Process

Planning

Controlling Organizing

Leading Staffing

1–3
Human Resource Management Processes

Acquisition

Fairness Training

Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensation

1–4
Personnel Aspects of a Manager’s 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

1–5
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 needs to achieve its
strategic goals.
• Looking ahead: Using evidence-based
HRM to measure the value of HR activities
in achieving those goals.

1–6
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
organization’s tasks.
• Staff Manager
➢ Assists and advises line managers.
➢ Has functional authority to coordinate personnel activities
and enforce organization policies.

1–7
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 firm’s 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

1–8
 Human Resource Managers’ Duties

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy

1–9
 Human Resource Specialties

Recruiter

Labor relations
specialist EEO coordinator
Human
Resource
Specialties
Training specialist Job analyst

Compensation
manager

1–10
 Trends Shaping Human Resource
Management

Globalization
and Competition
Trends

Indebtedness
(“Leverage”) and Technological
Deregulation Trends
Trends in HR
Management
Workforce and
Trends in the
Demographic
Nature of Work
Trends

Economic
Challenges and
Trends

1–11
Globalization = connected = global village
Globalization
Innovation

?
LVP -SEP 9TH 2021
Demographic India

Good Economic opportunity

Youth
But are the youth employable?
Is the talent qualified?

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Trends in the Nature of Work

Changes in How We Work

High-Tech Service Knowledge Work

Jobs Jobs and Human Capital

1–17
Technology

Digital, WEB, AI, ML ,IOT

Prosumer = Producer+ consumer

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What are the Implications of the
Megatrends ?

What does it mean to people in

Organization?

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LVP -SEP 9TH 2021
FIGURE 1–4 Trends Shaping Human Resource Management

1–21
 Trends shaping HRM
• · Promote Diversity and Inclusion
• · The Trend of Work From Home (WFH)
• · Cultivate Critical Thinking, Soft Skills, Digital Skills
• · Employee Wellness Programs
• · Artificial Intelligence (AI) and Machine Learning
• · Creativity in Recruitment and Learning Management
System (LMS) for Training
• · Train the Workforce with Virtual Reality (VR) and
Augmented Reality (AR)
• · Fluid Task Management with Gig Economy
3. Strategic HRM
• Strategic human resource management means
➢ Formulating and executing human resource policies and
practices that produce the employee competencies and
behaviors the company needs to achieve its strategic aims.
• Business strategy and HR strategy – vertical alignment
• Set the firm’s strategic aims → Pinpoint the employee
behaviors and skills needed to achieve these strategic
aims → Decide what HR policies and practices will
enable it to produce these necessary employee
behaviors and skills.
• HRM and firm performance
• HRM and sustainability
4. International HRM
• Managing a global workforce
➢ Adapting HR practices to inter-country differences
➢ Cultural differences
➢ Level of economic development

• Staffing a global organization

➢ HCN – Host Country National
➢ PCN – Parent Country National
➢ TCN – Third Country National

• Training and developing employees

• Performance management
5. HRIS
• Human Resource Information Systems (HRIS) is a
software solution that maintains, manages, and
processes detailed employee information and human
resources-related policies and procedures.

• Interactive system of information management, the HRIS

➢ standardizes human resources (HR) tasks and processes
➢ facilitating accurate record keeping and reporting in real time
• What is an HRIS System? The Two Pillars
➢ Organizational design
❖ From a structural perspective, HRIS includes roles, functions,
and reporting hierarchies.
❖ By defining the organizational structure, HRIS provides
recognizable accountability and a pathway for operational
functionality and consistency.
➢ Employee data management
❖ HRIS provides a comprehensive view of every employee
including name, address, date of hire, compensation, benefit
selections, and much more.
❖ With the right data, you’ll be better able to connect with your
employees, help them develop career plans, find the right
training, and take their performance to the next level.
THANK YOU