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    Principle of Human Resource Management Unit01 Introduction

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    This document provides an overview of a 3-credit Human Resource Management course. It includes the instructor's information, required textbook, references, and an introduction to HRM. The introduction defines HRM, explains its goals of utilizing people to achieve organizational objectives, and outlines HR departments' responsibilities such as job analysis, recruitment, training, performance management, and administering pay and benefits. HR professionals require skills in communication, negotiation, leadership, and technical areas.

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    Principle of Human Resource Management Unit01 Introduction

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    SimbaInvest
    52 views22 pages
    This document provides an overview of a 3-credit Human Resource Management course. It includes the instructor's information, required textbook, references, and an introduction to HRM. The introduction defines HRM, explains its goals of utilizing people to achieve organizational objectives, and outlines HR departments' responsibilities such as job analysis, recruitment, training, performance management, and administering pay and benefits. HR professionals require skills in communication, negotiation, leadership, and technical areas.

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    Principle of Human resource management Unit01 Introduction

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    Principle of Human resource management Unit01 Introduction

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    This document provides an overview of a 3-credit Human Resource Management course. It includes the instructor's information, required textbook, references, and an introduction to HRM. The introduction defines HRM, explains its goals of utilizing people to achieve organizational objectives, and outlines HR departments' responsibilities such as job analysis, recruitment, training, performance management, and administering pay and benefits. HR professionals require skills in communication, negotiation, leadership, and technical areas.

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    52 views22 pages

    Principle of Human Resource Management Unit01 Introduction

    Uploaded by

    SimbaInvest
    This document provides an overview of a 3-credit Human Resource Management course. It includes the instructor's information, required textbook, references, and an introduction to HRM. The introduction defines HRM, explains its goals of utilizing people to achieve organizational objectives, and outlines HR departments' responsibilities such as job analysis, recruitment, training, performance management, and administering pay and benefits. HR professionals require skills in communication, negotiation, leadership, and technical areas.

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    of 22

    Human Resource Management

    (HRM)
    Number of credits: 3
    Instructor: Hoang Anh Duy, MBA
    Email: duyha@ftu.edu.vn

    Text book
    Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M.
    Wright. Fundamentals of Human resource management. 4th edition.
    McGraw-Hill Higher Education 2003.

    References:
    John M. Ivancevich. Human resource management. 8th edition.
    McGraw-Hill Higher Education 2003.
    Stephens Robbins, Rolf Bergman, Ian Stagg, Mary Coulter.
    Management. 3th edition, Prentice Hall Publisher 2003.
    Lawrence S. Kleiman. Human resource management. 2th edition.
    South-Western College Publishing 2000.
    David A. Decenzo, Stephens Robbins. Human resource management.
    6th edition. John Wiley & Sons, Inc 2004.

    Human Resource Management

    CHAPTER1

    Introduction to HRM

    WhatDoINeedtoKnow?
    1. Definehumanresourcemanagementand
    explainhowHRMcontributestoan
    organizationsperformance.
    2. HRM roles and activities
    3. Summarizethetypesofskillsneededfor
    humanresourcemanagement.

    12

    HumanResourceManagement(HRM)

    Thepolicies,practices,
    andsystemsthat
    influenceemployees:
    - behavior
    - attitudes
    - performance

    14

    HumanCapital/ Human Resources

    HumanCapital- an The concept of human


    organizations
    resourcemanagement
    employeesdescribedinimpliesthatemployees
    termsoftheir:
    areresources ofthe
    employer.
    - training
    experience
    - judgment
    - intelligence
    - relationships
    - insight

    17

    Goals of HRM
    To achieve organizational objectives through
    workforce.
    To utilize people to their full capacity and
    potential.
    To foster commitments from individuals to the
    success of the company.
    Identify and satisfy the needs of individuals by
    offering various monetary and non-monetary
    rewards.
    Obey legal regulations and laws on human
    resource

    AtcompanieswitheffectiveHRM:
    Employeesandcustomerstendtobemore
    satisfied.
    Thecompaniestendto:

    - bemoreinnovative
    - havegreaterproductivity
    - developamorefavorablereputationinthe
    community

    16

    Figure1.1:
    HumanResourceManagementPractices

    15

    Human resource practices


    HRM
    PreSelection
    practices
    HRM
    Selectio
    n
    practice
    s
    HRM
    HU
    PostTUYN
    DNG
    Selectio
    n
    practices

    HR
    planning
    Job Analysis

    Recruitment
    Selection
    Training &
    Development
    Performance
    Management
    Compensation &

    Figure1.2:
    ImpactofHumanResourceManagement

    18

    Table1.1:
    ResponsibilitiesofHRDepartments

    110

    AnalyzingandDesigningJobs
    JobAnalysis
    Job Design
    Theprocessofgetting Theprocessofdefining
    detailed information
    the way work will be
    performedandthe
    aboutjobs.
    tasksthatagivenjob
    requires.

    111

    RecruitingandHiringEmployees

    Recruitment
    Selection
    Theprocessthrough Theprocessbywhichthe
    which the organization organization attempts to
    seeksapplicantsfor
    identifyapplicantswith
    potentialemployment. thenecessary
    knowledge,skills,
    abilities,andother
    characteristicsthatwill
    helptheorganization
    achieveitsgoals.
    112

    TrainingandDevelopingEmployees

    Training
    Development
    Aplannedeffortto
    Theacquisitionof
    enable employees to knowledge, skills, and
    learnjobrelated
    behaviorsthatimprove
    knowledge,skills,and anemployeesabilityto
    behavior.
    meetchangesinjob
    requirementsandin
    customerdemands.

    114

    ManagingPerformance
    PerformanceManagement- Theprocessof
    ensuringthatemployeesactivitiesand
    outputsmatchtheorganizationsgoals.
    Thehumanresourcedepartmentmaybe
    responsiblefordevelopingorobtaining
    questionnairesandotherdevicesfor
    measuringperformance.

    115

    PlanningandAdministeringPay
    andBenefits
    PlanningPay&Benefits
    AdministeringPay&Benefits
    Howmuchtoofferinsalary Systemsforkeepingtrackof
    andwages.
    employeesearningsand
    benefitsareneeded.
    Howmuchtoofferin
    bonuses,commissions,and Employeesneed
    otherperformancerelated informationabouttheir
    pay.
    benefitsplan.
    Whichbenefitstoofferand Extensiverecordkeeping
    howmuchofthecostwill
    andreportingisneeded.
    besharedbyemployees.

    116

    HRM Roles
    Administrative expert
    Employee Advocate
    Operational role
    Strategic partner

    Figure1.3:SkillsofHRMProfessionals

    120

    Figure1.6:
    MedianSalariesforHRMPositions

    126

    Summary
    Humanresourcemanagement(HRM)consists
    ofanorganizationspeoplepractices

    - thepolicies,practices,andsystemsthatinfluence
    employeesbehavior,attitudes,andperformance.

    HRMinfluenceswhoworksforthe
    organizationandhowthosepeoplework.
    HRdepartmentshaveresponsibilityfora
    varietyoffunctionsrelatedtoacquiringand
    managingemployees.

    127

    Summary(continued)
    HRmanagementrequiressubstantialhuman
    relationsskills,includingskillin:

    - communicating
    - negotiating
    - teamdevelopment

    HRprofessionalsalsoneed:
    - decisionmakingskills
    - leadershipskills
    - technicalskills
    128

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