Intro to Human Resource Management (HRM)

Introduction to Human Resource Management (HRM)

• HRM involves planning, organizing, directing, and controlling the acquisition, development, motivation, and maintenance of the labor force within an organization.
• HRM includes acquiring, training, appraising, and compensating employees, while addressing labor relations, health and safety, and fairness.
• HRM is essentially about acquiring, retaining, terminating, developing, and properly utilizing human resources.

Organizations and Managers

• An organization consists of people with formally assigned roles working together to achieve common goals.
• A manager is responsible for achieving the organization's goals through managing the efforts of its people.

The Management Process

• Management is administering an organization, in business, non-profit, or government contexts, and involves the art and science of managing resources.
• The management process includes guiding the development, maintenance, and allocation of resources to achieve organizational goals.
• Managers are responsible for developing and implementing the management process.

Aspects of a Manager's Job Related to Personnel

• Conducting job analyses is essential.
• Planning labor needs and recruiting job candidates are important tasks.
• Managers are involved in selecting job candidates.
• Orienting and training new employees is a key responsibility.
• Managing wages and salaries is also a major management area.
• Providing incentives and benefits is necessary.
• Performance appraisal is a key management job. Communicating effectively is required
• Training and developing junior managers is also important.
• Building employee commitment is a vital part of management.

Human Resource Management Processes

• The HRM process starts with job analysis and HR planning.
• It progresses to employee recruitment and selection.
• The next step is employee training, performance appraisal, and compensation.
• The process concludes when the employee leaves the organization.

Basic HR Concepts

• The underlying objective of managing is achieving results.
• HR creates value by producing employee behaviors that help the organization achieve its strategic goals.
• Evidence-based HRM is employed to measure the value of HR activities in achieving organizational goals.

Functions of HRM

• Acquisition functions involve securing human resources through job analysis, HR planning, recruitment, selection, and socialization.
• Training and Development functions focus on training newly appointed people and developing existing employees.
• Motivational Functions aim to encourage employee willingness and contributions toward organizational goals, while promoting job satisfaction.
• Maintenance functions regulate resources through performance assessment, maintaining optimal Labour Management Relations, working environment, Quality Work Life (QWL), career development, and compensation management.

Line and Staff Aspects of HRM

• Line managers typically have authority for executive decisions and direct oversight of personnel involved in production and sales.
• Staff managers have limited authority, mainly supervising staff personnel and advising line managers.
• Line managers are responsible for accomplishing organizational tasks.
• Staff assist with coordinating, advising, and enforcing organization policies.

Line Managers' HRM Responsibilities

• Line managers are responsible for the placement of employees.
• They also handle the orientation of new employees.
• Provision of training for jobs new to workers
• Improving individual employee performance.
• Fostering creative cooperation and working relationships.
• Interpretation of company rules and procedures.
• They must control labor costs.
• Developing employee skills.
• Improving department morale.
• Protecting workers' health and condition.

Human Resource Managers' Duties

• HR managers exert line authority within the HR department.
• They also provide expertise as regards talent acquisition, benefits packages, and termination procedures.
• HR managers coordinate personnel activities to ensure alignment with organizational policies, acting as a functional authority.
• HR departments often serve in advisory roles, supporting the organization.

Trends in the Nature of Work

• Knowledge work: The main capital is knowledge. Includes programmers, architects, engineers, scientists & physicians.
• Service job: Work where an individuals provides a service to another person. Includes housekeeping, tours, teaching & Nursing.
• High-tech job: According to a study funded by the Workforce Information Council, the high-tech sector can be defined as industries having high concentrations of workers in STEM (Science, Technology, Engineering, and Mathematics) occupations.

Principles of HRM

• Put the right people in the right time and right place.
• Treat people with dignity and respect.
• Treat all employees with justice.
• Provide chances for growth and development.
• Always supply people with all relevant HR information.
• Make people feel that they are important.
• Fully involve your workforce in organizational decisions.
• Inform employees that every reward should be earned through effort.
• Never ever underestimate the potential of your employees.

Gaining Competitive Advantages Through HR

• By ensuring job and employee safety.
• Ensuring there is selectivity in recruiting.
• Provide lucrative pay.
• By providing incentive pay.
• By improving information sharing.
• Promotion from within and wage compression.
• Training and career enhancement.
• Employee empowerment and participation.
• Treat people with dignity and respect.

Essential HR characteristics

• Multiplicity of roles assumed by an individual.
• People expects dignity of labor; treat people with dignity and respect.
• There is no average person; everyone is unique naturally.
• People have a synergetic ability.
• People are motivated by rewards.
• There are perceptual differences.
• Halo effect- Drawing general impression on the basis of single characteristics
• Contrast effect- Evaluation some one comparing with some others recently encountered who ranked higher or lower on the same characteristics
• Projection- Attributing one's characteristics to other people
• Stereotyping- Judging someone on the basis of group to which that person belongs

Factors To Consider In HRM Program

• Nature of employees/ labor force.
• External and internal environment.
• Organizational goals and work group.
• Assets and technology.
• Organizational structure.
• Organizational culture and leadership.
• Composition of labor force.

Approaches to HRM

• Strategic Approach: links HR practices to the organization's strategies and goals to enhance flexibility and competitive advantage.
• Commodity Approach: treats employees as commodities, easily hired and fired based on cost considerations.
• Proactive Approach: identifies and addresses HR problems before they arise.
• Reactive Approach: involves making HR decisions based on immediate needs or past experiences.
• System Approach: integrates HR functions to manage human resources, recognizing interdependence among tasks.

Objectives of HRM

• Assisting the organization in achieving its objectives.
• Developing and maintaining the Quality Work Life (QWL).
• Ensuring optimal utilization of human resources.
• Providing the organization well trained and motivated employees.
• Increasing employee happiness and reaching each individual full potential.
• Managing change for the overall benefit of individuals, the group, the organization, and the public.
• Communicating HR policies to all employees.
• Supporting ethical policies and behavior.

Learn about Human Resource Management, including planning, organizing, and managing the workforce. Understand employee acquisition, training, and development. Explore labor relations, health and safety, and fairness within organizations.