Chapter 1 Introduction to Human Resource Management 1

Chapter 1 Introduction to Human Resource Management 1 © Pearson Education 2012

After studying this chapter, you should be able to: 1. Explain what human resource management is and how it relates to the management process. 2. Give at least eight examples of how all managers can use human resource management concepts and techniques. 3. show the human resource responsibilities of line and staff (HR) managers. 2 © Pearson Education 2012

The Management Functions Planning Controlling Leading 3 © Pearson Education 2012 Organizing Staffing

Human Resource Management at Work What is Human Resource Management (HRM)? Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals. These activities are made up of: 1. Recruitment & selection. 2. Training and development. 3. Performance evaluation. 4. Pay and benefits (compensation). 5. labor relations. 4 © Pearson Education 2012

Human Resource Management at Work Acquisition Training Fairness Health and Safety Labor Relations 5 © Pearson Education 2012 Human Resource Management (HRM) Appraisal Compensating

Personnel Aspects of a Manager’s Job 6 • Conducting job analyses. • Planning labor needs and recruiting job candidates. • Selecting job candidates. • Orienting and training employees. • Managing wages and salaries. • Providing incentives and benefits. • Appraising performance. • Communicating (interviewing, counseling, disciplining). • Training and developing managers. • Building employee commitment. © Pearson Education 2012

Personnel Mistakes 7 • Hire the wrong person for the job. • Experience high turnover. ( )ﺩﻭﺭﺍﻥ ﺍﻟﻌﻤﻞ • Have your people not doing their best. • Waste time with useless interviews. • Have your company taken to court because of unfair actions against employees. © Pearson Education 2012

Personnel Mistakes 8 • Have your company taken to court for unsafe practices. • Have some employees think their salaries are unfair relative to others’ in the organization. • Allow a lack of training to weaken your department’s effectiveness. • provide any unfair labor practices. © Pearson Education 2012

Basic HR Concept • HR creates value by engaging in activities that produce the employee behaviors that the company needs, to achieve its strategic goals. 9 © Pearson Education 2012

Line and Staff Aspects of HRM • Line manager: – • A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. Staff manager: – A manager who assists and advises line managers. 10 © Pearson Education 2012

Line Managers’ Human Resource Duties: 1. Placing the right person in the right job. 2. Starting new employees in the organization (orientation). 3. Training employees for jobs that are new to them. 4. Improving the job performance of each person. 5. Gaining creative cooperation and developing smooth working relationships. 11 © Pearson Education 2012

Staff Managers’ Human Resource Duties: 1. Explaining the company’s policies and procedures. 2. Controlling labor costs. 3. Developing the abilities of each person. 4. Creating and maintaining department morale. 5. Protecting employees’ health and physical condition. 12 © Pearson Education 2012

Human Resource Managers’ Duties Line Function Line Authority Coordinative Functional Authority Functions of HR Managers Staff Functions Staff Authority 13 © Pearson Education 2012

Human Resource Specialties Recruiters Labor Relations Specialists Training Specialists 14 © Pearson Education 2012 Job Analysts Human Resource Specialties Compensation Managers

The Changing Environment of Human Resource Management Globalization Trends Changes and the new Trends in Human Resource Management 15 © Pearson Education 2012 Technological Trends in the Nature of Work

The Changing Role of Human Resource Management Strategic Human Resource Management Managing with the HR Scorecard Process New Responsibilities for HR Managers Measuring the HRM Team’s Performance 16 © Pearson Education 2012 Creating High. Performance Work Systems

High-Performance Work System Practices • Employment security. • Selective hiring. • Extensive training. • Self-managed teams/decentralized decision making. • Information sharing. • Pay-for-performance rewards. • Stress on high-quality work. 17 © Pearson Education 2012

Benefits of a High-Performance Work System (HPWS) • Generates more job applicants. • Screens candidates more effectively. • Provides more/better training and lower employee turnover. • Links pay more clearly to performance and appraisals. • Produces more qualified applicants per position. • Results in higher profits and lower operating costs. • Uses more self-managing work teams. 18 © Pearson Education 2012

The Human Resource Manager’s Proficiencies Four Categories of Proficiencies 1. 2. 3. 4. HR proficiencies. Business proficiencies. Leadership proficiencies. Learning proficiencies. Specific Proficiencies • HR certification. • Managing within the law. • Managing ethics. 19 © Pearson Education 2012

The Human Resource Manager’s Proficiencies (cont. ) HR Certification: • Arabian Society for Human Resource Management (ASHRM). - Professional Human Resource Development (HRD) Certificate. - Master of Science in HRD. - Professional Human Resource Management (HRM) Certificate. 20 © Pearson Education 2012

The Human Resource Manager’s Proficiencies (cont. ) Managing within the Law • Immigration laws. • Occupational safety and health laws. • Labor laws. Managing Ethics • Ethical scandals have occurred in major corporations. • Most serious ethical scandals are HR-related. • Arab world ethics are influenced by religion and culture. 21 © Pearson Education 2012

Key Terms authority line authority ethics line manager functional authority or functional control management process globalization high-performance work system staff authority staff manager HR Scorecard strategic human resource management (SHRM) human capital strategic plan human resource management (HRM) strategy 22 © Pearson Education 2012