Professional Documents
Culture Documents
First Lecture Intl Bus
First Lecture Intl Bus
Staffing
Leading
controlling
Human Resource Management
The policies and practices one need to carry out the
people or human resources aspect of a management
position including
Recruiting
Screening
Training
Rewarding
Appraising
HRM practices and policies
Manager need to carry out
Conducting job analysis(determining the nature of
each employees job)
Planning labour needs recruiting job candidate
Selecting job candidate, orienting and training
Managing wages and salaries
Providing incentive and benefits
Appraising performance
Communicating(interviewing, counselling, discipline)
Training and development
Building employment commitment
Manager should know about
Equal opportunity and affirmative action
Coordinating
function
personnel activities
Coordinating function
HR manager function as coordinator of personnel
activities, a duty refer to as functional control
Act as right arm of the top executive to ensure that HR
objective, policies, and procedure that have been
approved and adopted are being consistently carried
out by line manager
Hiring
Firing of
Training
employees
Staff
function(services)
Evaluatio
Promotion
n
Rewarding
Employees advocacy
HR must take responsibility for clearly defining how
manager should
1. Treat employees
2. Make sure employees have the mechanism required
to contest unfair practices
3. Represent the interest of employees within the frame
work of its primary objective to senior management
Changing environment of human
resource management
Globalization
Technological advancement
Deregulations
Trends in the nature of work
Workforce diversity
Legal trends affecting human resource
management(equal employment opportunity law bar
discrimination on the basis of race, age, disability,
religion, sex, or national origins)
New management practices
Employees are being empowered
Flatter organization becoming the norms
Work is increasingly organize around the teams and
process rather than specialized function
The basis of power are changing
Manager today must build commitment
Changing role of HR management
People and performance:
1. Early 1900s personnel people first took over
hiring and firing from supervisor, ran payroll
department, administered benefit plan
2. 1930 led to second phase, protecting the firm in
its interaction with union
3. Discrimination legislation 1960s and 1970s
triggered third phase
5.Personnel is speeding in forth phase and role is
shifting from protector and screening to strategic
partner and change agent
6.Now flattened, downsized, high performing
organization, highly trained and committed
employees are firm competitive advantages
HR and employees commitment
Employees identification with and agreement to
pursue the company’s or the unit mission
Two way communication foster commitment
Fair treatment of all employees grievances and
disciplinary action
HR and performance
Personnel screening test to select high potential
employees that can save million of dollars
Train first line manager to lowering labour cost
HR helps employees to prioritize task and reduce task
HR and service
Employees behaviour is important for in the firm
performance
Tactless, unprepared to discuss pros and cons of
different product
Services industries very much dependent on
employees behaviour
HR plays crucial role in shaping employees behaviour
through : employees career progress, provide
orientation/ socialization programs for employees
improvement
HR and responsiveness
HR help to make companies better, faster more
competitive through
Downsizing
flattening the pyramid
Empowering employees
Organizing around the teams
Improving communication
Flexible working hour
Strategic Human Resource
Management
Employees today’s competitive advantages has led to
the growth of the new field known as strategic human
resource management
The linkage of HRM with strategic goal and objective
in order to improve business performance and develop
organization culture that foster innovation and
flexibility
Plan of study
Recruitment and placement
Training and development
Compensation
Employment security and safety
International HRM
Recruitment and placement
Job analysis
The procedure for determining the duties and skill
requirement of job and the kind of person who should
be hire for that
Job description: