Reviewer in Human Resource Management
- Strategic Human Resource Planning
Chapter 1: Introduction to Personnel &
Human Resource Management
Human Resource Management (HRM) - human
component of the organization is able to achieve
the goals assigned to it.
HRM distinguished from the other management
functions:
- marketing
- finance
- production
Marketing- concerned with the generation of
sufficient volume of sales (more profit).
Finance- concerned with obtaining funds.
Production- making sure that there are enough
stocks of products
*Five M’s of Management (Basic Resources)*
- Men
- Money
-Machines
-Materials
-Methods
Among the five M’s. Men is the most difficult
to manage in the sense that men possess the
power to manipulate the other five M’s.
The Central Function of Human Resource
Management
*Central Functions*(Internal Factors)
- Staffing
-Training and Development
-Motivation
-Maintenance
Staffing- locates competent employees and
getting them to work for the organization.
Placing the right person to the right job.
*Major Activities of Staffing*
-Recruitment
- Selection
Training & Development- acquisition of skills,
knowledge and attitudes.
Training- establishing what type of training is
required and who should receive it.
Development- improving the intellectual or
emotional abilities of an employee for the
purpose of doing a better job.
Motivation- process of activating behavior,
sustaining it and directing it towards a particular
goal.
*Major Activities included in this Central
Function*
-Motivation and job design
- Performance Evaluation
- Rewards and Compensation
-Employee Benefits
External Environment of HRM- you cannot
control, change, manipulate
*External Environment of HRM*
-Economic Forces
-Government Legislation
-Advances in Technology
-Labor Unions
-Management Thought
Economic Forces-pursuit of survival & growth
would mean changes in the way organizations
perform their activities. These will require the
use of the economic concepts of effectiveness
and efficiency.
Government Legislation- laws, rules and
regulations promulgated by the government and
which affect the HRM.
Advances in Technology- survival and
competition among and between organizations
require the adaptation of the most useful
advances in technology
Labor Unions- is an organization formed to
represent the interest of workers. One
representative to negotiate to the management
Management Thought- they were able to
formulate theories as a result of extensive
research.
Henri Fayol (19169) - basic building blocks of
management thought
* Five Functions of Managerial
Responsibility*
- Planning
-Organizing
-Command
-Coordination
- Control
*Fourteen Management Principles
Frederick Taylor- “father of scientific
management” he find a better way to improve
worker and productivity.
Working hours (6am to 10pm)
Scientific Management- development of
performance standards on the basis systematic
observation and experimentation.
Hawthorne Studies (1924)- find answers to what
affects productivity
Elton Mayo- head of the research, found out
that relationship between workers, and between
workers and supervisors more significantly
affect productivity than changes in working
conditions.
This resulted to a more humanistic view of
the practice of HRM ( workers treated like
animals).
Personnel Management vs. Human Resource
Management
Modern Management- another term for HRM.
Personnel Management- evolved into what is
now reffered to as “HRM”.
*Personnel Management Confined to Activities*
-Recruitment
-Training
-Remuneration
- Discipline
HRM is now viewed as composing the ffg:
1. Personnel Management Activities
2. A view that regards
a. people as the major organizational
asset, and
b. workers as instinctively willing and
able to be developed
3. Integration of the personnel management
function into the strategic management of the
organization
*Specific Difference Between Personnel
Management and HRM Practices that cover
various concerns as follows*
1. Recruitment and staff turnover
2. Promotion and Career Development
3. Rewards and Benefits
4. Education, Training and Development
5. Management Culture
*Organizing HRM Department*
HRM Department is the unit assigned to
implement the organization’s policies.
*Several Factors*
1. Available Resources
2. Number of company employees
3.Philosophy of Management
- Resources play an important part in the size &
structure of the HRM department.
Small Company- HRM function is performed
by single individual, owner-managers.
-As the organization grows and as resources
become available, the manager may hire an
assistant to help him implement the HRM
policies.
- The bigger the resources of the
organization, the more elaborate its HRM
department is.
- Some organization maintain a specific
number of HRM staff based on the number of
company employees. One staff member for
every one hundred employees is not
uncommon for many companies.
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