2 Importance of HRM HRM has a dual nature: .supports the organization’s strategyrepresents and advocates for the employeesStrategic HRM provides a clear connection between the organization’s goals and the activities of employees.
3 The HRM Functions HRM has four basic functions: staffingtraining anddevelopmentmotivationmaintenanceIn other words, hiring people, preparing them, stimulating them, and keeping them.
4 The HRM Functions staffing strategic human resource planning: match prospects’ skills to the company’s strategy needsrecruiting: use accurate job descriptions to obtain an appropriate pool of applicantsselection: thin out pool of applicants to find the best choiceStaffing has fostered the most change in HR departments during the past 30 years.
5 The goal is to have competent, adapted employees. The HRM Functionstraining anddevelopmentorientation: teach the rules, regulations, goals, and cultureemployee training: acquiring better skills for the jobemployee development: prepare for future position(s) in the companyorganizational development: help adapt to the company’s changing strategic directionscareer development: helping employees realize career goalsThe goal is to have competent, adapted employees.
6 The HRM Functions motivation theories and job design: environment; well-constructed jobsperformance appraisals: standards; feedbackrewards and compensation: linkedemployee benefits: pay-for-performance plan
7 Job loyalty has declined over the past decade. The HRM Functionsmaintenancesafety and health: has a big effect on their commitmentcommunications and employee relations: keep employees well-informed; provide a means of venting frustrationsJob loyalty has declined over the past decade.
9 “The only constant in life is change.” External Influences on HRMdynamicenvironmentglobalizationdecentralized work sitesworkforce diversitytechnologyteamsemployee involvementchanging skill requirementsethicscontinuous improvement“The only constant in life is change.”
10 External Influences on HRM laws andregulationslegislation has an enormous effect on HRMlaws protect employee rights to union representation, fair wages, family medical leave, and freedom from discrimination based on conditions unrelated to job performanceThe U.S. Equal Employment Opportunity Commission enforces federal laws on civil rights at work.
11 External Influences on HRM labor unionsassist workers in dealing with company managementnegotiate wages, hours, and other terms of employmentpromote and foster a grievance proceduresWhen a union is present, employers can not fire workers for unjustified reasons.
12 External Influences on HRM managementthoughtFrederick Taylor developed principles to enhance worker productivityHugo Munsterberg devised improvements to worker testing, training, evaluations, and efficiencyMary Parker Follett advocated people-oriented organizationsElton Mayo’s Hawthorne Studies: dynamics of informal work groups have a bigger effect on worker performance than do wage incentivesThe Hawthorne Studies gave rise to the human relations movement: benefits, healthy work conditions, concern for employee well-being.
13 Structure of the HR Department employmentpromotes staffing activities, recruits new employees, but does not make hiring decisiontraining anddevelopmenthelps workers adapt to change in the company’s external and internal environmentscompensation/benefitspays employees and administers their benefits packageensures open communication within the company by fostering top management commitment, upward and accurate communication, feedback, and effective information sourcesemployeerelations
14 Careers in HR HR positions include: assistants who support other HR professionalsgeneralists who provide service in all four HR functionsspecialists who work in one of the four HR functionsexecutives who report to top management and coordinate HR functions to organizational strategyInterpersonal communication skills and ambition are two factors that HR professionals say advance their careers.
15 Careers in HROrganizations that spend money for quality HR programs perform better than those that don’t.(HCI study)Quality programs:reward productive workoffer a flexible, work-friendly environmentproperly recruit and retain quality employeesprovide effective communicationsMake sure HR services match the overallorganizational strategy.
16 HR Trends and Opportunities Outsourcingmore than half of all companies outsource all or some parts of their HR functionsProfessional Employer Organizations (PEO)help small- to medium-size companies attract stronger candidates and handle new laws in HRShared Services allow Organizationswith several divisions or locations to consolidate some HR functions into one central location while retaining certain functions in divisional locations
17 Match the Fours Four major HR positions Four HR department areas Four quality programsFour HRM functionsFour external influences on HRMstaffing, training, motivation, maintenanceenvironment, laws, labor unions, management thoughtemployment, training, compensation, employee relationsassistants, generalists, specialists, executivesreward productive workoffer a flexible, work-friendly environmentproperly recruit and retain quality employeesprovide effective communications