INTRODUCTION TO HUMAN RESOURCE MANAGEMENT ·  · 2019-01-061. Define human resource (HR) and human resource management (HRM) and explain how HRM contributes to an organization’s

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

UNIT 01

CONTENTS 1.  Define human resource (HR) and human resource

management (HRM) and explain how HRM contributes to an organization’s performance.

2.  Identify the responsibilities of human resource departments.

3.  Summarize the types of skills needed for human resource management.

4.  Explain the role of supervisors in human resource management.

5.  Describe typical careers in human resource management.

WHAT IS HUMAN RESOURCE?

v Group discussion

Which factors/competencies owned by an employee/manager that

determine his/her performance and contribution to the organization?

VALUES OF HUMAN RESOURCE

Technical Skills

Learning and Development Ability -  Open to new things -  Learning ability

Problem solving & Decision Making

Motivation

Commitment

Interpersonal Skills - Teamwork skills

-  Leadership Skills

Performance Management

Compensation

Recruiting & Selection

Trainging & Development

HUMAN CAPITAL

v Human Capital – an organization’s employees described in terms of their: o training o experience o judgment o intelligence o relationships o insight

v The concept of “human resource management” implies that employees are resources of the employer.

HUMAN RESOURCE MANAGEMENT (HRM) v The policies,

practices, and systems that influence employees’: o behavior o attitudes o performance

HUMAN RESOURCE MANAGEMENT PRACTICES

IMPACT OF HUMAN RESOURCE MANAGEMENT

Function Responsibilities Analysis and designing of work

Work analysis, job design, job descriptions

Recruitment & Selection

Recruiting; job postings; interviewing; testing; coordinating use of temporary labour

Training and development

Orientation; skill training; career development programs

Performance management

Performance measures; preparation and administration of performance appraisals discipline

Compensation and benefits

Wage and salary administration, incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans

Employee relation Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services

Personnel policies Policy creation, policy communication; record keeping; HR information systems

Compliance with laws

Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations

Support for strategy HR planning and forecasting; change management

RESPONSIBILITIES OF HR DEPARTMENTS

ANALYZINGANDDESIGNINGJOBS

JOBANALYSISv Theprocessofge,ngdetailedinforma4onaboutjobs.

JOBDESIGNv Theprocessofdefiningthewayworkwillbeperformedandthetasksthatagivenjobrequires.

RECRUITINGANDHIRINGEMPLOYEES

RECRUITMENTv Theprocessthroughwhichtheorganiza4onseeksapplicantsforpoten4alemployment.

SELECTIONv Theprocessbywhichtheorganiza4onaJemptstoiden4fyapplicantswiththenecessaryknowledge,skills,abili4es,andothercharacteris4csthatwillhelptheorganiza4onachieveitsgoals.

TOP10QUALITIESEMPLOYERSSEEKINJOBCANDIDATES

TRAININGANDDEVELOPINGEMPLOYEES

TRAINING

v Aplannedefforttoenableemployeestolearnjob-relatedknowledge,skills,andbehavior.

DEVELOPMENT

v Theacquisi4onofknowledge,skills,andbehaviorsthatimproveanemployee’sabilitytomeetchangesinjobrequirementsandincustomerdemands.

MANAGINGPERFORMANCE

v PerformanceManagement–Theprocessofensuringthatemployees’acNviNesandoutputsmatchtheorganizaNon’sgoals.

v ThehumanresourcedepartmentmayberesponsiblefordevelopingorobtainingquesNonnairesandotherdevicesformeasuringperformance.

PLANNINGANDADMINISTERINGPAYANDBENEFITS

PLANNINGPAY&BENEFITS

v Howmuchtoofferinsalaryandwages.

v Howmuchtoofferinbonuses,commissions,andotherperformance-relatedpay.

v Whichbenefitstoofferandhowmuchofthecostwillbesharedbyemployees.

ADMINISTERINGPAY&BENEFITS

v Systemsforkeepingtrackofemployees’earningsandbenefitsareneeded.

v EmployeesneedinformaNonabouttheirbenefitsplan.

v ExtensiverecordkeepingandreporNngisneeded.

MAINTAININGPOSITIVEEMPLOYEERELATIONSv PreparinganddistribuNng:o employeehandbooksandpolicieso companypublica4onsandnewsleJers

v DealingwithandrespondingtocommunicaNonsfromemployees:o ques4onsaboutbenefitsandcompanypolicyo ques4onsregardingpossiblediscrimina4on,safetyhazards,possibleharassment

v CollecNvebargainingandcontractadministraNon.

ESTABLISHINGANDADMINISTERINGPERSONNELPOLICIES

v OrganizaNonsdependontheirHRdepartmenttohelpestablishandcommunicatepoliciesrelatedto:o hiringo disciplineo promo4onso benefits

v AllaspectsofHRMrequirecarefulanddiscreetrecordkeeping.

ENSURINGCOMPLIANCEWITHLABORLAWS

v Governmentrequirementsinclude:o filingreportsanddisplayingposterso avoidingunlawfulbehavior

v ManagersdependonHRprofessionalstohelpthemkeeptrackoftheserequirements.

v LawsuitsthatwillconNnuetoinfluenceHRMpracNcesconcernjobsecurity.

DISCUSSION

v What skills do HR professionals need?

SKILLS OF HRM PROFESSIONALS

SUPERVISORS’ INVOLVEMENT IN HRM