CHAPTER 2

Fundamentals of HRM

WHAT DO YOU KNOW ABOUT HRM?

WHO? WHAT? WHERE? WHEN? WHY?

Management Essentials

Management involves setting goals and allocating scarce resources to achieve them. Management is the process of efficiently achieving the objectives of the organization with and through people.
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1 HRM ESSENTIAL FUNCTIONS

Plan Organize Staffing Developing Control/Monitoring/M anaging Change Maintaining Evaluating Lead
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Objectives Of HRM
Societal objective Organisational objective Functional objective Personal Objective
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2: IMPORTANCE OF HRM
Complexity Change Strategy and Representation

2: CHANGE AND COMPLEXITY

Complicated laws Complex jobs
Skills, boundaries, project teams

Global work sites HR specialists

Psychology, sociology, law, organization and job design
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2: STRATEGY AND REPRESENTATION

Competitive advantage Culture Performance systems Recruiting Training Retention

3: HRM DEFINITION
HRM is a Management function that helps managers plan,recruit,select, train,develop, remunerate and maintain human resources of organization
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3: HRM DEFINITION
John Storey- Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of Cultural, structural, personal techniques. Def. A strategic and coherent approach to the management of an organisations most valued assetsthe people working there who individually and collectively contribute to the achievement of its objectives.

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4: MAJOR EXTERNAL INFLUENCES ON HRM

Dynamic environment Government legislation Labor unions Current management practices

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LEGISLATION
How have employment laws affected
Your work life?

Legislation are various laws which are formed to save,protect and guide the labor as well as management.

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LABOR UNIONS
Exist to assist workers Constrain managers Affect non unionized workforce

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Human Resource Management: Primary Activities

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How External Influences Affect HRM

Strategic Environment Governmental Legislation Labor Unions Management Thought

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5: HRM ROLES/RESPONSIBILITIES
GETTING PEOPLESTAFFING PREPARING PEOPLETRAINING & DEVELOPMENT STIMULATING PEOPLE-MOTIVATING KEEPING PEOPLEMAINTENANCE
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A: STAFFING (GET)
Strategic human resource planning Recruiting Selection

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STAFFING ACTIVITIES
Employment planning
Strategic goals and objectives Job requirements change

Job analysis
Job description Job specification

Recruiting Selection
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B: TRAINING AND DEVELOPMENT (PREPARE)

Orientation Training Development
Employee Career Organization

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TRAINING AND DEVELOPMENT GOALS

Adapt to new surroundings Cope with change Meet organizational needs

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C: MOTIVATION (STIMULATE)
Job design Performance appraisals Rewards and compensation Employee benefits

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MOTIVATION
Implications
Individual Managerial Organizational

Performance
Willingness Ability

Respect
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MOTIVATION GOAL
Competent and adapted employees With up-to-date skills, knowledge, abilities Exerting high energy levels

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MAJOR MOTIVATORS
Maslow McGregregor Herzberg McClelland Adams Vroom Me

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D: MAINTENANCE (KEEP)
Health and safety Communications Employee relations

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MAINTENANCE
Health Safety Communications Employee assistance programs Environment where employee voices are heard
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Training and Development Activities

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HR DEPARTMENTS
HDIIO RIV N

VH PR

EPYE MAE C P AOA BET MO N AG OE TNN EF L MT N R MN I D NI MAE AG NR

TAINMAE RNGAG I NR
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MATCH UP ROLES AND DEPARTMENTS

ROLES

DEPARTMENTS EMPLOYMENT TRAINING COMP&BENEFITS EMPLOYEE RELATIONS

Trainer HRIS analysis Recruiter Safety Pay analyst Newsletter

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BACK TO SQUARE ONE

Major HR functions are ...
Training Maintenance Motivation Staffing

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FORTUNATE US..

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