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

  • 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


  • People with formally assigned roles who work together to achieve the organization’s


  • 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

  1. Placing the right person on the right job
  2. Gaining creative cooperation and developing smooth working relationships
  3. Interpreting the firm’s policies and procedures
  4. Controlling labor costs
  5. Developing the abilities of each person
  6. Creating and maintaining department morale
  7. 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


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



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