1. Functional Aspects of Human Resource Management

2.  HRM contributions to organizational effectiveness:  Helping the organization reach its goals  Employing workforce skills and abilities efficiently  Increasing job satisfaction, self-actualization, and quality of work life

3.  Communicating HRM policies to all employees:  HRM policies, programs, and procedures must be communicated fully and effectively  They must be represented to outsiders  Top-level managers must understand what HRM can offer

4.  Increasing employees’ job satisfaction and self- actualization  Employees must feel that the job is right for their abilities and that they are being treated equitably  Satisfied employees are not automatically more productive  However, unsatisfied employees tend to be absent and quit more often and produce lower-quality work  Both satisfied and dissatisfied employees can perform equally in quantitative terms

5.  Trends that strain employer-employee relationships:  Telecommuting  Outsourcing HRM  Family medical leave  Child care  Spouse-relocation assistance  Pay for skills  Benefit cost-sharing  Union-management negotiation

6.  HRM contributions to organizational effectiveness (continued):  Communicating HRM policies to all employees  Maintaining ethical policies and socially responsible behavior  Managing change to the mutual advantage of individuals, groups, the enterprise, and the public.

7.  Quality of work life (QWL) is a general concept that refers to several aspects of the job, including:  Management and supervisory style  Freedom and autonomy to make decisions on the job  Satisfactory physical surroundings  Job safety  Satisfactory working hours  Meaningful tasks  The job and work environment should be structured to meet as many workers’ needs as possible