Strategy for Human Resource Management Lecture 6 HRM 765.

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


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


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


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



• Managing motivation includes:– Job design– Setting performance standards– Establishing effective compensation and

benefits programs– Understanding motivational theories



• Classic Motivation Theories

– Hierarchy of Needs –Maslow

– Theory X – Theory Y –McGregor

– Motivation – Hygiene – Herzberg


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.


Translating HRM Functions into Practice

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



• 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



• 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



• Employee Relations – involves:

– communications– fair application of policies and procedures– data documentation – coordination of activities and services that

enhance employee commitment and loyalty



• 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.



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


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


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


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.


HR and Corporate Ethics

• HRM must:– Make sure employees know about corporate

ethics policies– Train employees and supervisors on how to

act ethically


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.


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

Strategy for Human Resource Management Lecture 6 HRM 765.

Documents

robbins slide

motivation function

topic fundamentals of

translating hrm functions

staffing training

development help

employment training

job candidates