HUMAN RESOURCE MANAGEMENT

SIXTH EDITION BY Lloyd L. Byars & Leslie W. Rue

HUMAN RESOURCE MANAGEMENT

CH:1

HUMAN RESOURCE MANAGEMENT

Activities to provide for and coordinate human resource of an organization Traditional Names

Personal Management Personal Administration

Major Functions of HRM(6)

HR planning, recruitment & selection-1st

Conducting job analysis Forecasting Human Resource requirements Developing & implementing a plan Recruiting human resources Selecting & hiring human resources

H Resource Development-2nd

Orienting & training employees Designing & Implementing management & orgl development programs Bldg effective teams within org structure Developing career plans Appraising performance of individuals

Compensation & benefits-3rd

Designing & implementing them Ensuring benefits are fair and consistent

Employee & labor relations-4th

As intermediary between org and union Designing discipline & grievance handling system

Safety & health-5th

Programs to Ensuring health & safety Providing assistance to personal problems

H Resource Research-6th

Providing a Human resource information base Devg & Implementing communication systems

WHO PERFORMS HR FUNCTIONS

HUMAN RESOURCE GENERALISTS

Persons who devote majority of working time to HR issues but do not specialize in specific areas

HUMAN RESOURCE SPECIALISTS

Persons specially trained on one or more areas of HRM ;labor relation, wage-salary

Human Resource Department

Provide support to operating managers Hiring & training Maintaining personal records Act as liaison between management Coordinate safety programmes

CHALLENGES FOR HR MANAGERS

DIVERSITY IN WORK FORCE

Globalization of companies Language & cultural differences Communication problems Means of investment in future Better business decisions

REGULATORY CHANGES

Safety and health Equal employment opportunities Pension reforms Environment Quality of work life

STRUCTURAL CHANGES

These changes are caused by

Downsizing

Laying of large no. of employees

Outsourcing

Subcontracting work to an outside company, which specializes in that type of work

Rightsizing

Assessment of work & staffing requirement

Reengineering

Fundamental rethinking & redesigning of business processes

HR MANAGEMENT TOMORROW

Sophistication of work Fully knowledge about future ideas Promote effective integration Well rounded business people Understanding of business complexity Stress on profit increasing How to positively effect the bottom line

COMPANY PROFITS AND HR MANAGERS

Increasing productivity Sound job design Reduce unnecessary overtime expense Minimize employee turnover Proper training of employees Decrease costly material waste Monitor safety & health programmes Hire best people Motivation climate for employees Install human resource information systems

Communication HR Programmes

Avoid communication in peer groups Dont ignore cultural aspects of an organization Back up communication with management actions Periodically reinforce employee communication Transmit information Dont ignore perceptual & behavioral aspects of an organization

CONCLUSION
One of the most effective ways to enhance organizational performance is to positively influence labor component of productivity. HR managers can have significant impact on commitment of employee & management philosophy of individual managers.