OBJECTIVES: To Develop an Understanding of .

The Historical Development of HRM The Difference between Personnel and HRM The Role of HRM The Functions (Areas) of HRM The Future Challenges of HRM Environmental Organizational Framework Macro-Environmental Analysis (MEA) MEA and the Strategic Linkage to HRM Business and HR Strategies

Administrative Era (Prior to 1935) Labor Relations Era (1935 1963) Federal Involvement (Social Legislation) ERA (1964 mid 1980s) Resource Scarcity Era (mid 1980s Present)

Global Dimension Assuming Greater

Recognition in the 1990s

Help the organization manage its human resources efficiently and effectively. Planning, developing and implementing human resource objectives, policies, and procedures that enhance employee contributions to the organization through increases in productivity, quality of work life and legal compliance

Satisfactorily meet societal and employee needs, demands and expectations Reconcile conflict between organizational objectives and employee objectives

HRM programs and policies are implemented to:

attract select retain develop motivate employees to achieve organizational goals.

Employment Law Job Design and Job Analysis Recruitment Selection Training & Development Performance Appraisal Compensation - Salary and Benefits

Safety & Health Employee Rights Discipline/Termination Labor Relations

Environment
Rapid Change Workforce Diversity Globalization Legislation Evolving Work and Family Roles Skill Shortages and the Rise of the Service Sector

Organization
Competitive Position: Cost, Quality, Distinctive Capabilities Decentralization Downsizing Organizational Restructuring Self-Managed Work Teams Small Businesses Organizational Culture Technology Outsourcing

Individual
Matching People and Organization Ethical Dilemmas and Social Responsibility Productivity Empowerment Brain Drain Job Insecurity

Fig. 1-1

1998 by Prentice Hall

 All

managers/supervisors The HRM department

Aging of the labor force Shift from a manufacturing to a service economy Increasing number of dual-career families Increasing number of women and minority workers in the labor force Increasing number of college graduates and HS dropout entering labor force Organizational re-engineering and restructuring

Non-farm Employment, 1975-2005

150 113.3 107.3 100 54.1 50 22.6 23.9 22.9 76.7 89.4 130.2

0 1975 Goods-producing
Fig. 1-2a

1995

2005 (projected) Service-producing Total

1998 by Prentice Hall