Skills needed for HRM
- Planning:
- Establishing goals and standards;
- Organizing:
- Giving each subordinate a special task;
- Staffing:
- Determining what type of people should be hired;
- Leading:
- Getting others to get the job done;
- Controlling:
- Setting standards such as sales quotas, quality standards or production
Human Resource Management at Work
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What Is Human Resource Management (HRM)?
The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness
Organization
- People with formally assigned roles who work together to achieve the organization’s
Manager
- The person responsible for accomplishing the organization’s goals, and who does so by managing the efforts of the organization’s
Human Resource Management Processes
- Acquisition
- Fairness
- Training
- Health and Safety
- Appraisal
- Labor Relations
- Compensation
Who is an HR Manager?
Human Resources Managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.
Features of HR
- Conducting job analyses
- Planning labor needs and recruiting job candidates
- Selecting job candidates
- Orienting and training new employees
- Managing wages and salaries
- Providing incentives and benefits
- Appraising performance
- Communicating
- Training and developing managers
- Building employee commitment
Line and Staff Aspects of HRM
- Line Authority
- Gives managers the right (or authority) to issue orders to other managers or
- It creates superior-subordinate
- Staff Authority
- Gives the manager the right to advise other managers or
- It creates an advisory
Line and Staff Aspects of HRM
- Line Manager (Line managers manage operational functions that are crucial for the company’s survival)
- Is authorized (has line authority) to direct the work of subordinates and is responsible for accomplishing the organization’s
- Staff Manager (Staff managers run departments that are advisory or supportive, like purchasing, HRM, and quality control)
- Assists and advises line
- Has functional authority to coordinate personnel activities and enforce organization
- Human resource managers are usually staff managers.
- They assist and advise line managers with recruiting, hiring, and
- However, line managers still have human resource
Line Managers’ HRM Responsibilities
- Placing the right person on the right job
- Gaining creative cooperation and developing smooth working relationships
- Interpreting the firm’s policies and procedures
- Controlling labor costs
- Developing the abilities of each person
- Creating and maintaining department morale
- Protecting employees’ health and physical condition
An HR Manager directs the activities of the people in the HR department, coordinates organizational-wide personnel activities and provides HRM assistance and advice to line managers. Implied authority means an authority that is not express or written into the contract but which an agent is assured to have in order to transact the business of insurance for the principal.
Functions of HR Managers
Line Function Line Authority Implied Authority
Coordinative Function Functional Authority
Staff Functions Staff Authority Innovator/Advocacy
Human Resource Managers’ Duties
- Line Function
- An HR manager directs the activities of the people in the HR department.
- Coordinative Function
- An HR manager coordinates organizational-wide personnel activities
- Staff Function
- An HR manager provides HRM assistance and advice to line managers.
Human Resource Specialties
Recruiter
Labor relations specialist
Training specialist
Human Resource Specialties
EEO coordinator
Job analyst
Compensation manager
Human Resource Specialties
- Recruiters search for qualified job
- Equal employment opportunity (EEO) coordinators investigate and resolve EEO grievances; examine organizational practices for potential violations; and compile and submit EEO
- Job analysts collect and examine information about jobs to prepare job
- Compensation managers develop compensation plans and handle the employee benefits program.
- Training specialists plan, organize, and direct training activities.
- Labor relations specialists advise management on all aspects of union–management
Today’s Human Resources Challenge
Indebtedness (“Leverage”) and Deregulation
Trends in the
Nature of Work
Globalization and Competition Trends
Trends in HR Management
Technological Trends
Workforce and Demographic Trends
Economic Challenges and Trends