ORSC - 341 Human

Resource Management

Chapter 1
The Management Process
The five basic functions of management:
Planning
Organizing
Staffing
Leading
Controlling
Human Resource Management
What Is Human Resource Management
(HRM)?

The policies and practices involved in carrying out

the people or human resource aspects of a
management position, including recruiting,
screening, training, rewarding, and appraising.
Why is HRM important?
The bottom line of managing: Getting
results
HR creates value by engaging in activities
that produce the employee behaviors that
the company needs to achieve its strategic
goals.
The Basic HRM Areas

Human
Human Resource
Resource
Management
Management

Training
Training and
and Performance
Performance Compensation
Compensation and
and
Job
Job Analysis
Analysis Recruitment
Recruitment Development
Development Management
Management Benefits
Benefits
Line and Staff Aspects of HRM
Line manager
A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing
the organizations tasks.

Staff manager
A manager who assists and advises line
managers.
Line Managers HRM
Responsibilities
Placing the right person on the right job
Starting new employees in the organization
(orientation)
Training employees for jobs that are new to
them
Improving the job performance of each
person
Gaining creative cooperation and
developing smooth working relationships
Line Managers HRM
Responsibilities (contd.)
Interpreting the firms policies and
procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining department
morale
Protecting employees health and physical
condition
HR Managers Duties
A line function

A coordinative function

Staff functions
The New Human Resource
Manager
Focus more on Strategic Issues

Improve firms performance and profitability

Measure HR Performance

Evidence-Based HRM

New ways to provide HR Services

Talent management approach

The New Human Resource
Manager
Manage Employee Engagement

They Manage Ethics

They understand HR Philosophy

They have new competencies

The Human Resource Managers
Competencies
Strategic positioners

Credible activists

Capability builders

Change Champions

HR innovators and integrators

Technology proponents