1. Strategy for Human Resource Management Lecture 6
HRM 765

2. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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

3. Fundamentals of HRM (Part 2)
Topic
Fundamentals of HRM (Part 2)

4. 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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. 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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. 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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. 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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. The Motivation Function
Managing motivation includes:
Job design
Setting performance standards
Establishing effective compensation and benefits programs
Understanding motivational theories
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. The Motivation Function
Classic Motivation Theories
Hierarchy of Needs –Maslow
Theory X – Theory Y –McGregor
Motivation – Hygiene – Herzberg
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. Hierarchy of Needs –Maslow

11. 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.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. Translating HRM Functions into Practice
Four Functions:
Employment
Training and development
Compensation/benefits
Employee relations
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. Translating HRM Functions into Practice
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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Translating HRM Functions into Practice
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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Translating HRM Functions into Practice
Employee Relations – involves:
communications
fair application of policies and procedures
data documentation
coordination of activities and services that enhance employee commitment and loyalty
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Translating HRM Functions into Practice
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.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Translating HRM Functions into Practice
Effective Communication programs involve:
Top Management Commitment
Effective Upward Communication
Determining What to Communicate
Allowing for Feedback
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. 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
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. HR and Corporate Ethics
HRM must:
Make sure employees know about corporate ethics policies
Train employees and supervisors on how to act ethically
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. 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.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. 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