HRM: A Strategic Function

Chapter
Human
Resource
Management:
A
Strategic
Function
Chapter 1 Overview
Human Resource Functions
Who Performs the Human Resource Functions?
Challenges for Human Resource Managers
Human Resource Management Tomorrow
Organizational Performance and the Human Resource

Manager
Communicating Human Resource Programs
Human Resource Management and Organizational

Performance
This symbol indicates a table or figure appears at this point in the presentation.
McGraw-Hill/Irwin
2006 The McGraw-Hill Companies, Inc. All rights

reserved.
1-2

The Human Resource Department
Diversity in the Work Force
Challenges and Contributions of Diversity
Regulatory Changes
Structural Changes to Organizations
Technological and Managerial Changes within Organizations

Manager
Guidelines for Communicating Human Resource Programs
McGraw-Hill/Irwin

reserved.
1-3
Table 1.1
Activities of the Major Human Resource Functions
Human Resource Planning, Recruitment, and Selection

Conducting job analyses to establish the specific requirements of individual jobs within the organization.
Forecasting the human resource requirements the organization needs to achieve its objectives.
Developing and implementing a plan to meet these requirements.
Recruiting the human resources the organization requires to achieve its objectives.
Selecting and hiring human resources to fill specific jobs within the organization.
Human Resource Development
Orienting and training employees.
Designing and implementing management and organizational development programs.
Building effective teams within the organization structure.
Designing systems for appraising the performance of individual employees.
Assisting employees in developing career plans.
Compensation and Benefits
Designing and implementing compensation and benefit systems for all employees.
Ensuring that compensation and benefits are fair and consistent.
Safety and Health
Designing and implementing programs to ensure employee health and safety.
Providing assistance to employees with personal problems that influence their work performance.
Employee and Labor Relations
Serving as an intermediary between the organization and its union(s).
Designing discipline and grievance handling systems.
Human Resource Research
Providing a human resource information base.
Designing and implementing employee communication systems.
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Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1-5
Table 1.2
Examples of the Types of Assistance

Provided by a Human Resource Department
Specific Services
Advice
Coordination
Maintaining employee records
Disciplinary matters
Performance appraisals
Handling initial phases of

employee orientation
Equal employment
opportunity matters
Compensation matters
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1-6
Figure 1.1
McGraw-Hill/Irwin
Three Types of Assistance

Provided by a Human Resource Department

reserved.
1-7

Regulatory Changes

Manager
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reserved.
1-8
Table 1.3
Civilian Labor Force, 2002 and Projected to 2012,

and Projected Entrants, Stayers and Leavers, 2002-2012
2002-2012
Entrants Leavers
Group*
2002
Total
Men
Women
144.9%
77.6
67.3
40.5%
20.6
19.9
White, non-Hispanic
Men
Women
126.9
66.9
60.0
Black, non-Hispanic
Men
Women
Hispanic origin
Men
Women
Asian and other, non-Hispanic
Men
Women
Stayers
2012
23.1%
12.8
10.3
121.8%
64.7
57.1
162.3%
85.3
77.0
32.6
16.2
16.4
21.0
11.5
9.5
105.9
55.4
50.5
138.5
71.6
66.9
16.6
7.8
8.8
5.5
2.9
2.6
2.3
1.1
1.2
14.2
6.6
7.6
19.7
9.3
10.4
17.9
10.6
7.3
7.8
4.3
3.5
2.0
1.3
.7
15.9
9.3
6.6
23.8
13.7
10.1
8.1
1.8
.9
.9
1.8
1.0
.8
4.2
2.2
2.0
12.0
6.6
5.4
*All figures are in millions.

McGraw-Hill/Irwin
2006
The
McGraw-Hill
Inc.ofAll
rights
Source:
Mitra
Toossi,
Labor
Force ProjectionsCompanies,
to 2012: The Graying
the U.S.
Workforce,
reserved.
Monthly Labor Review, February 2004, p. 53.
1-9

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 10

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 11

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 12

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 13

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 14
Figure 1.2
Questions for Understanding

the Organizations Business Strategy
What are the goals of the organization over the next year, 3 years, 5 years, and 10
years?
How would you describe the organizations core business?
How does your organization compare with competitors in market share and
customer service?
Will the company be growing via merger and acquisition or from internal growth?
Will growth be local, national, or global?
Will growth be from expansion of current businesses or from an expansion in
scope?
Instead of growth, will there be downsizing and if so, why?
What are the organizations revenue objectives over the short and long terms?
McGraw-Hill/Irwin
Source:
2006 Daphne
The McGraw-Hill
Inc.
All rights
Woolf, The Long Companies,
Road to the Executive
Boardroom,
reserved.
Canadian HR Reporter, June 17, 2002, p. 7-8. Reprinted by permission.
1 - 15

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 16

Regulatory Changes

Manager
McGraw-Hill/Irwin

reserved.
1 - 17
Questions
McGraw-Hill/Irwin

reserved.
1 - 18

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Chapter

Human Resource Functions

Who Performs the Human Resource Functions?

Challenges for Human Resource Managers

Human Resource Management Tomorrow

Organizational Performance and the Human Resource

Communicating Human Resource Programs

Human Resource Management and Organizational

2006 The McGraw-Hill Companies, Inc. All rights

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force

Challenges and Contributions of Diversity

Human Resource Management Tomorrow

Guidelines for Communicating Human Resource Programs

2006 The McGraw-Hill Companies, Inc. All rights

Activities of the Major Human Resource Functions

Human Resource Planning, Recruitment, and Selection

2006 The McGraw-Hill Companies, Inc. All rights

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force

Challenges and Contributions of Diversity

Human Resource Management Tomorrow

Guidelines for Communicating Human Resource Programs

2006 The McGraw-Hill Companies, Inc. All rights

Examples of the Types of Assistance

Maintaining employee records

Handling initial phases of

2006 The McGraw-Hill Companies, Inc. All rights

Three Types of Assistance

2006 The McGraw-Hill Companies, Inc. All rights

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force

Challenges and Contributions of Diversity

Human Resource Management Tomorrow

Guidelines for Communicating Human Resource Programs

2006 The McGraw-Hill Companies, Inc. All rights

Civilian Labor Force, 2002 and Projected to 2012,

*All figures are in millions.

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force

Challenges and Contributions of Diversity

Human Resource Management Tomorrow

Guidelines for Communicating Human Resource Programs

2006 The McGraw-Hill Companies, Inc. All rights

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force

Challenges and Contributions of Diversity

Human Resource Management Tomorrow

Guidelines for Communicating Human Resource Programs

2006 The McGraw-Hill Companies, Inc. All rights

Human Resource Functions

The Human Resource Department

Challenges for Human Resource Managers

Diversity in the Work Force