HRM Introduction and Evolution

HRM Introduction

• HRM manages employees to enhance performance and align with organizational objectives.
• Human resources are the employees contributing to organizational goals.
• HRM evolved from Scientific Management (Taylor) to Human Relations (Mayo) and a Contingency approach.

HRM Evolution

• Scientific Management (Taylor): Focused on productivity optimization through task-focused financial incentives.
• Human Relations (Mayo): Recognized psychological and social factors impacting employee welfare and group dynamics.
• Contingency Approach: Aligns HR strategies with internal and external factors for best results.

Traditional vs. Strategic HRM

• Traditional HRM: Focuses on compliance, minimizing costs, and operational roles.
• Strategic HRM: Long-term planning, proactively develops employees and organizational culture.

HRM Objectives

• Attract and retain high-quality talent.
• Improve productivity and maintain regulatory compliance.
• Align HR practices with organizational goals.

Strategy, Culture, and HR Functions

• Strategic HRM integrates recruitment, performance management, training, and compensation to support business strategy.
• Organizational culture is defined by shared values, beliefs, and practices impacting employee behavior.
• Organizational culture is communicated through rituals, symbols, and narratives, and influences recruitment, retention, and employee satisfaction.

Human Resources Planning

• HR planning aligns workforce supply with business needs.
• HR planning improves employee motivation and organizational efficiency.
• Forecasting Methods:
  • Quantitative: Uses historical data through statistical models (trend analysis).
  • Qualitative: Relies on expert opinions (Delphi technique).
• HR planning integrates with recruitment, selection, training, and career development to meet organizational needs.

Job Analysis and Design

• Job Analysis: A systematic study of a job's tasks, responsibilities and competencies.
  • Steps include defining objectives, identifying tasks, behaviors & conditions, selecting analysis methods (observation, interviews), and documenting results.
• Job Design: Structures roles to maximize efficiency and employee satisfaction, adjusting to organizational changes.

Recruitment, Selection, and Onboarding

• Recruitment: Attracts qualified candidates for a job.
  • Sources include internal (promotions, transfers) and external (job boards, universities, agencies).
• Selection: Matches organizational needs with candidate characteristics.
  • Tools include CVs, interviews, aptitude & personality tests.
• Onboarding: Integrates new employees.
  • Phases include welcome & orientation (company culture), training (job-specific and organizational), and evaluation (onboarding effectiveness feedback).

Development, Training, and Learning

• Training: Focuses on meeting current job requirements. Short-term, individual-focused.
• Development: Prepares employees for future roles. Long-term, organizational focus.
• Learning Framework: 70% on-the-job experience, 20% feedback and mentoring, 10% formal training.
• Talent Management: Identifies high-potential employees for leadership roles and fosters continuous learning.

Talent and Performance Management

• Talent Management encompasses performance measurement (evaluating contributions), career planning (succession pathways), and commitment/communication (aligning with organizational goals).
• Performance Appraisal: Systematic assessment of employee performance and alignment with strategic goals. Criteria include competencies, attitudes, and goal achievements.

Remuneration and Compensation

• Compensation includes fixed (base salary), variable (bonuses, incentives), and non-monetary (benefits like healthcare, leave). Emotional compensation includes work-life balance.
• Factors affecting pay include organizational goals, employee performance, and legal compliance.

Labor Relations and Dismissals

• Labor Relations: Collective agreements (negotiated at multiple levels) define working conditions, wages, and policies.
• Dismissals: Includes resignations, contract expirations, and formal dismissals. Exit interviews and legal compliance are critical.

Employee Engagement and Experience

• Employer Branding: Enhances recruitment and retention, aligning HR policies with employee expectations.
• Work-Life Balance Programs: Examples include teleworking, wellness initiatives, and milestone celebrations.

Organizational Behavior Introduction

• Organizational behavior studies individual, group, and organizational behaviors drawing from psychology, sociology, and anthropology.

Organizational Behavior Concepts

• Personality and Perception: Big Five traits (extroversion, agreeableness, conscientiousness, emotional stability, openness) and emotional intelligence.
• Leadership Styles: Behavioral models (task vs. people orientation).
• Team Management: Teams require clear goals, complementary roles, and effective communication. Stages include orientation, dissatisfaction, resolution, production.
• Conflict Management: Stages from latent to resolution with styles like avoidance, competition, compromise, collaboration.
• Motivation: Theories include Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Vroom's Expectancy Theory.
• Change Management: Phases: stagnation, preparation, implementation, consistency, goal achievement. Challenges include resistance and communication gaps.
• Health and Well-being: Focuses on workplace wellness initiatives for physical and mental well-being.