2. Explain the meaning and importance of the human resource management process and the external influences that might affect that process.
Discuss the tasks associated with identifying and selecting competent employees
Explain the different types of orientation and training
Describe strategies for retaining competent, high-performing employees
Discuss contemporary issues in managing human resources

3. Introduction
With the organization’s structure in place, managers have to find people to fill the jobs that have been created or to remove people from jobs if business circumstances require. That’s where human resource management (HRM) comes in.
It’s an important task that involves having the right number of the right people in the right place at the right time.
A part of every manager’s job when organizing is human resource management.

4. Introduction
A major HRM challenge for managers is ensuring that their company has a high-quality workforce. Getting and keeping competent and talented employees is critical to the success of every organization, whether an organization is just starting or has been in business for years.
If an organization doesn’t take its HRM responsibilities seriously, performance may suffer.
success starts with people. people are the most precious asset. Respect for people, their ideas and differences, is the only path to our sustainable long-term growth.”

5. What Is HRM?
The process of hiring and developing employees so that they become more valuable to the organization.
Human Resource Management includes conducting job analyses, planning personnel needs,  recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.

6. Why Is HRM Important?
1. It is a significant source of competitive advantage The Human Capital Index, a comprehensive study of more than 2,000 global firms, concluded that people-oriented HR gives an organization a competitive edge by creating superior shareholder value.

7. 2. is an important part of organizational strategies.
Why Is HRM Important?
2. is an important part of organizational strategies.
Achieving competitive success through people means managers must change how they think about their employees and how they view the work relationship. They must work with people and treat them as partners, not just as costs to be minimized or avoided.

8. 3. It improves organizational performance
Why Is HRM Important?
3. It improves organizational performance
the way organizations treat their people has been found to significantly impact organizational performance
one study reported that improving work practices could increase market value by as much as 30 percent.
Work practices that lead to both high individual and high organizational performance are known as high-performance work practices.

9. Why Is HRM Important (cont.)?
High-performance work practices - work practices that lead to both high individual and high organizational performance

10. Exhibit 12-1 High Performance Work Practices
Work practices that lead to both high individual and high organizational performance are known as high-performance work practices. (See some examples in Exhibit 12-1.)

11. Exhibit 12-2 HRM Process
In order to ensure that the organization has qualified people to perform the work that needs to be done—activities that comprise the RM process. Exhibit 12-2 shows the eight activities in this process

12. External Factors That Affect the HRM Process
The entire HRM process is influenced by the external environment. Those factors most directly influencing it include:
The economy,
labor unions,
Governmental laws and regulations, and
Demographic trends.

13. External Factors That Affect the HRM Process
Labor union - an organization that represents workers and seeks to protect their interests through collective bargaining.
Affirmative Action - organizational programs that enhance the employment, upgrading, and retention of members from protected groups such as minorities and females.

14. Exhibit 12-3 Major HRM Laws
$250 million. That’s the amount a New York City jury awarded in punitive damages to plaintiffs who claim drug company Novartis AG discriminated against women.18 Billions of dollars. That’s the staggering amount that Wal-Mart Stores could potentially be liable for in a class-action sex discrimination suit.19 As you can see, an organization’s HRM practices are governed by a country’s laws. (See Exhibit 12-3 for some of the important U.S. laws that affect the HRM process.)

15. Exhibit 12-3 Major HRM Laws (cont.)

16. Exhibit 12-3 Major HRM Laws (cont.)

17. Major HR laws Cont……
In Germany when it comes to HRM practices, Legislation requires companies to practice representative participation, it has two forms:
Work councils - groups of nominated or elected employees who must be consulted when management makes decisions involving personnel
Board representatives - employees who sit on a company’s board of directors and represent the interests of the firm’s employees.

18. Exhibit 12-2 HRM Process
In order to ensure that the organization has qualified people to perform the work that needs to be done—activities that comprise the RM process. Exhibit 12-2 shows the eight activities in this process

19. Identifying and Selecting Competent Employees
Every organization needs people to do whatever work is necessary for doing what the organization is in business to do.
How do they get those people? And more importantly, what can they do to ensure they get competent, talented people?
This first phase of the HRM process involves three tasks: human resource planning, recruitment and decruitment, and selection.

20. Identifying and Selecting Competent Employees
Human resource planning - ensuring that the organization has the right number and kinds of capable people in the right places and at the right times.
HR planning entails two steps:
(1) assessing current human resources,
(2) meeting future HR needs

21. Identifying and Selecting Competent Employees
Assessing current human resources
Job analysis - an assessment that defines jobs and the behaviors necessary to perform them
Job description - a written statement that describes a job.
Job specification - a written statement of the minimum qualifications that a person must possess to perform a given job successfully.

22. Recruitment and Decruitment
Recruitment - locating, identifying, and attracting capable applicants
Decruitment - reducing an organization’s workforce

23. Exhibit 12-4 Recruiting Sources
Exhibit 12-4 explains different recruitment sources managers can use to find potential job candidates

24. Exhibit 12-5 Decruitment Options
The other approach to controlling labor supply is decruitment, which is not a pleasant task for any manager. Decruitment options are shown in Exhibit Although employees can be fired, other choices may be better. However, no matter how you do it, it’s never easy to reduce an organization’s workforce

25. What is Selection?
Selection - screening job applicants to ensure that the most appropriate candidates are hired
Realistic Job Preview (RJP) - a preview of a job that provides both positive and negative information about the job and the company
Orientation - introducing a new employee to his or her job and the organization

26. Exhibit 12-6 Selection Decision Outcomes
As shown in Exhibit 12-6, any selection decision can result in four possible outcomes—two correct and two errors

27. Exhibit 12-7 Selection Tools
The best-known selection tools include application forms, written and performance-simulation tests, interviews, background investigations, and in some cases, physical exams. Exhibit 12-7 lists the strengths and weaknesses of each

28. Exhibit 12-7 Selection Tools (cont.)

29. Exhibit 12-7 Selection Tools (cont.)

30. Employee Performance Management
Performance management system - establishes performance standards that are used to evaluate employee performance
Skill-based pay - a pay system that rewards employees for the job skills they can demonstrate
Variable pay - a pay system in which an individual’s compensation is contingent on performance

31. Exhibit 12-8 Types of Training
Exhibit 12-8 describes the major types of training that organizations provide

32. Exhibit 12-9 Traditional Training Methods
Exhibit 12-9 provides a description of the various traditional and technology-based training methods that managers might use. Of all these training methods, experts believe that organizations will increasingly rely on e-learning applications to deliver important information and to develop employees’ skills.

33. Exhibit 12-10 Performance Appraisal Methods
Although appraising someone’s performance is never easy, especially with employees who aren’t doing their jobs well, managers can be better at it by using any of the seven different performance appraisal methods. A description of each of these methods, including
advantages and disadvantages, is shown in Exhibit

34. Exhibit 12-10 Performance Appraisal Methods (cont.)

35. Exhibit 12-11 What Determines Pay and Benefits
How do managers determine who gets paid what? Several factors influence the compensation and benefit packages that different employees receive. Exhibit summarizes these factors, which are job-based and business- or industry-based. Many organizations,
however, are using alternative approaches to determining compensation: skill-based pay and variable pay.

36. Contemporary Issues in Managing Human Resources
Downsizing - the planned elimination of jobs in an organization
Sexual harassment - any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment

37. Exhibit 12-12 Tips for Managing Downsizing
How can managers best manage a downsized workplace? Disruptions in the workplace and in employees’ personal lives should be expected. Stress, frustration, anxiety, and anger are typical reactions of both individuals being laid off and the job survivors. Exhibit lists some ways that managers can lessen the trauma both for the employees being laid off and for the survivors

38. Managing Work–Life Balance
Family-friendly benefits - benefits that accommodate employees’ needs for work–life balance

39. Terms to Know high-performance work practices
human resource management process
labor union
affirmative action
human resource planning
job analysis
job description
job specification
recruitment
decruitment
selection
validity
reliability
work sampling
assessment centers
realistic job preview (RJP)
orientation
performance management system
written essay
critical incidents
graphic rating scales