Human Resource
Management
Seventh Edition
Lloyd L. Byars, Ph.D.
Professor of Management
Dupree College of Management
Georgia institute of Technology
Leslie W. Rue, Ph.D.
Professor Emeritus of Management
Robinson College of Business
Georgia State University
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Boston Burr Ridge, IL_ ubuque, IA Madison, WI New York San Francisco St. Louis
Bangkok Bogota Caracas KualaLumpur Lisbon London Madrid Mexico City
Milan Montreal New Delhi Santiago Seoul Singapore Sydney Taipei TorontoChapter outline
human resource
management
Activities designed 10
provide for and coordinate
the human resources of an
organization
human resource
functions
‘Tasks and duties human
resource managers perform
(ea, determining the
‘organization's human
resource needs; eeritng,
selecting, developing,
counseling, and rewarding
employees acting 2 liaison
with unions and
government organizations;
tnd handling other matters
Human Resource Functions
Human Resource Functions
Who Performs the Human Resource Functions?
The Human Resource Department
Challenges for Human Resource Managers
Diversity n the Work Force
Regulatory Changes
Structural Changes to Organizations
Technological and Managerial Changes within Organizations
Human Resource Management Tomorrow
Company Profits and the Human Resource Manager
Communicating Human Resource Programs
Guidelines for Communicating Human Resource Programs
Human Resource Management and Organizational Performance
Summary of Learning Objectives
Review Questions
Discussion Questions
Incident 1-1 Human Resource Management and Professionals
Incident 1-2 Choosing a Major
Exercise: Justifying the Human Resource Department
Exercise: Test Your Knowledge of HR History
Exercise: Are You Poised for Success?
Notes and Additional Readings
Hluman resource management (HRM) encompasses those activities designed to provide for
and coordinate the human resources of an organization. The human resources (HR) of an oF
fanization represent one ofits largest investments, In fact, government reports show that 2p-
proximately 72 percent of national income is used to compensate employees.! The vale of an
brganization’s buman resources frequently becomes evident when the organization is sod.
Often the purchase price is greater than the total value of the physical and financial assets.
This difference, sometimes called goodwill, partially reflects the value of an organization's
human resources. In addition to wages and salaries, organizations often make othe sizable in-
vestments in their human resources. Recruiting, hiring, and training represent some of the
more obvious examples.
Human resource management is a modern term for what has traitionally been referred to
as personnel administration ot personnel management. However, some experts believe human
resource management differs somewhat from traditional personnel management, They sec
personnel management as being much narrower and more clerically oriented than human e-
Source management. For the purposes of this book, we will use only the term human resource
management
Human resource functions refer to those tasks and duties performed in both large and small
“organizations to provide for and coordinate human resources. Human resource functions en-
‘compass a variety of activities that significantly influence all areas of an organization, ‘The So-
ciety for Human Resource Management (SHRM) has identified six major functions of human
resource management:Chapter outline
recruitment
Process of seeking and
aneracting a pool of people
from which qualified
candidates for job
vacancies can be chosen.
Job Analysis, Human Resource Planning, and Recr
Job Analysis, Human Resource Planning, and Recruitment
Personnel Requisition Form.
Sources of Qualified Personne!
Internal Sources
External Sources
Effectiveness of Recruitment Methods
Realistic Job Previews
Who Does the Recruiting, and How?
‘Organizational Inducements in Recruitment
Equal Employment Opportunity and Recruitment
Summary of Learning Objectives
Review Questions
Discussion Questions
Incident 7-1: Inside or Outside Recruiting?
‘Incident 7-2:A Malpractice Sut against a Hospital
Exercise: Writing a Résumé
Notes and Addtional Readings
(On the job: Writing a Résumé
Video Case: Creative Staffing Solutions Pair Workers with Employers
Recruitment involves seeking and attracting pool of people from which qualified candi-
dates for job vacancies can be chosen. Most organizations have a recruitment (or, as it is
sometimes called, employment) function managed by the human resource department, In an
cera when the focus of most organizations has been on efficiently and effectively running the
“organization, recruiting the right person for the job is a top priority. HRM in Action 7.1 pro-
‘vides some information about recruiting on the Internet.
‘The magnitude of an organization's recruiting effort and the methods to be used in that re-
crviting effort are determined from the human resource planning process and the require-
ments of the specific jobs to be filled. As brought out in Chapter 6, if the forecasted human
resource requirements exceed the net human resource requirements, the organization usually
actively recruits new employees. However, organizations do have options other than recruit-
ing new employees to accomplish the work. Some of these options include using temporary
‘workers, offering overtime to existing employees, subcontracting the work to another organi-
zation (this approach is often used on construction projects or projects that have a fixed time
period for completion), and leasing of employees.
Tn addition, recruitment should include seeking and attracting qualified job candidates,
Successful recruiting is difficult if the jobs to be filled are vaguely defined. Regardless of
‘whether the job to be filled has been in existence or is newly created, its requirements must
‘be defined as precisely as possible for recruiting to be effective. As discussed in Chapter 5,
{job analysis provides information about the nature and requirements of specific jobs.
ment
Figure 7.1 illustrates the relationships among job analysis, human resource planning, recruit-
ment, and the selection process. Job analysis gives the nature and requirements of specific
jobs. Human resource planning determines the specific number of jobs to be filled. Recruit-
‘ment concerns providing a pool of people qualified to fill these vacancies. Questions that are
addressed in the recruitment process include: What are the sources of qualified personnel?