Human Resource Management Traditional View –Record Keeping –Payroll –Employment Strategic View –People as critical resource –Knowledge & experience as.

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Presentation transcript:

Human Resource Management Traditional View –Record Keeping –Payroll –Employment Strategic View –People as critical resource –Knowledge & experience as capital

Evolution of HRM From personnel department to strategic partner From centralized and staff function to decentralized and line function Forces for change: Move to service economy, competition, government regulation

Human Resource Management Definition: HRM encompasses all management decisions and activities that affect of influence the people (or Human Resources) of the organization.

HRM Functions HRM Functions Employment Development Compliance Compensation Labor Management Issues Support

HRM Functions Employment - Planning & Staffing Development - Training & Performance Management Reward Systems - Compensation & Benefits Labor-Management Issues - Labor Relations & Collective Bargaining Support - Safety, Health & Wellness Compliance - EEO, Affirmative Action, Sexual Harassment, Managing Diversity

Typical HRM Department

Strategic HRM Productivity -- How to do better with what you have? Quality of worklife -- How to create work environment of trust and collaboration? Profits -- How to transform HRM function from cost to profit center?

Ethical Issues Core Value of Treating People Fairly Equity Issues in Employment Sexual Harassment Confidentiality of Records

Backwards & Forwards Summing up –HRM from static to strategic –Functions of HRM Dept. –Strategic Implication –Ethical Issues Looking Ahead –External environment of HRM –Ramifications of government regulation