Strategy for Human Resource

Management
Lecture 6

HRM 765
 Last Lecture
Primary Functions of Management
The Strategic Nature of HRM (Partner)
Four basic functions:
– Staffing
– Training and Development
– Motivation
– Maintenance

• How External Influences Affect HRM

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 Topic
Fundamentals of HRM (Part 2)
 Staffing Function Activities
• 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
– Defining the essential functions of the job

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 Staffing Function Activities
• 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

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 Goals of the Training and Development
Function
• 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

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 The Motivation Function
• Activities in HRM concerned with helping
employees exert at high energy levels.
• Implications are:
– Individual
– Managerial
– Organizational
• Function of two factors:
– Ability
– Willingness

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 The Motivation Function
• Managing motivation includes:
– Job design
– Setting performance standards
– Establishing effective compensation and
benefits programs
– Understanding motivational theories

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 The Motivation Function
• Classic Motivation Theories

– Hierarchy of Needs –Maslow

– Theory X – Theory Y –McGregor

– Motivation – Hygiene – Herzberg

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
Hierarchy of Needs –Maslow
How Important is the Maintenance Function

• 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
Translating HRM Functions into Practice

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

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• 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
Fundamentals of Human Resource
Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice

• Compensation and Benefits –

– establish objective and equitable pay systems
– design cost-effective benefits packages that
help attract and retain high-quality employees.
– help employees to effectively utilize their
benefits, such as by providing information on
retirement planning.
– Internal equity
– External equity
Fundamentals of Human Resource
Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice

• Employee Relations – involves:

– communications
– fair application of policies and procedures
– data documentation
– coordination of activities and services that
enhance employee commitment and loyalty

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice

• Purpose and Elements of HRM

Communications
– Keep employees informed of what is
happening.
– Convey that the organization values
employees.
– Build trust and openness, and reinforce
company goals.

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice

• Effective Communication programs

involve:
– Top Management Commitment
– Effective Upward Communication
– Determining What to Communicate
– Allowing for Feedback

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 Does HRM Really Matter?
• 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
Fundamentals of Human Resource
Management 8e, DeCenzo and Robbins
HRM in an Entrepreneurial Enterprise
• 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

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 HRM in a Global Village
• 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.

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 HR and Corporate Ethics
• HRM must:
– Make sure employees know about corporate
ethics policies
– Train employees and supervisors on how to
act ethically

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 HR and Corporate Ethics

– Establishes penalties for noncompliance.

– Provides protection for employees who report
executive wrongdoing.
– Requires that companies have mechanisms in
place where complaints can be received and
investigated.

Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
 Summary
• The Motivation Function
• Translating HRM Functions into Practice
• Does HRM Really Matter?
• HRM in an Entrepreneurial Enterprise
• HRM in a Global Village
• HR and Corporate Ethics