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Questions and Answers
What are the five basic functions involved in managing?
What are the five basic functions involved in managing?
The five basic functions involved in managing are planning, organizing, staffing, leading, and controlling.
What are the six main types of digital technologies driving HR professionals to automation?
What are the six main types of digital technologies driving HR professionals to automation?
What is evidence-based human resource management?
What is evidence-based human resource management?
Evidence-based human resource management involves using data, facts, analytics, scientific rigor, and critical evaluation to support HR proposals, decisions, practices, and conclusions.
What is the goal of strategic human resource management?
What is the goal of strategic human resource management?
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What are the three levers that can be applied to improve employee performance?
What are the three levers that can be applied to improve employee performance?
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The new human resource manager must be able to ´speak the CFO's language` by defending human resource plans in measurable terms.
The new human resource manager must be able to ´speak the CFO's language` by defending human resource plans in measurable terms.
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What are the two aspects of authority that managers usually distinguish?
What are the two aspects of authority that managers usually distinguish?
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In popular usage, staff managers generally run departments that are crucial for the company's survival.
In popular usage, staff managers generally run departments that are crucial for the company's survival.
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What are the six main components or pillars of the new human resource management?
What are the six main components or pillars of the new human resource management?
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What does performance with purpose mean?
What does performance with purpose mean?
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What are the three key aspects of employee engagement?
What are the three key aspects of employee engagement?
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What are the 15 functional areas that HR managers should have command of?
What are the 15 functional areas that HR managers should have command of?
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Study Notes
Introduction to Human Resource Management
- Human resource management (HRM) is a critical function for all managers, encompassing activities like hiring, training, performance appraisal, compensation, and employee development.
- HRM is a distinct function but also an integral part of every manager's job.
- The chapter covers the definition of HRM, trends influencing it, key components, essential managerial competencies, and the structure of the book.
Learning Objectives
- 1.1: Explanation of HRM and its link to the overall management process.
- 1.2: Overview and illustration of current trends impacting HRM.
- 1.3: Description of six core components or pillars of modern HRM.
- 1.4: Listing of four crucial competencies for human resource managers.
- 1.5: Outline of the book's structure and content.
Purpose of Chapter 1
- HRM is crucial for all managers, and its core activities are part of every managerial job.
- The significance of avoiding personnel errors and the importance of hiring the right people for the right roles are emphasized.
- The chapter explores the definition, prevailing trends, current practices, and characteristics of a modern human resource manager.
Learning Objective 1.1
- HRM involves the planning, organizing, staffing, leading, and controlling of an organisation's workforce to achieve the common organisational goals.
What is Human Resource Management?
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The management process consists of:
- Planning
- Organizing
- Staffing
- Leading
- Controlling
-
Detailed descriptions for each function are outlined:
- Planning: Defining standards, developing plans and forecasts, and establishing rules and procedures.
- Organizing: Allotting tasks to subordinates, establishing departments, defining authority channels, and coordinating efforts.
- Staffing: Determining employee types, recruiting candidates, selecting suitable applicants, establishing performance standards, providing compensation and benefits, and providing employee training and development.
- Leading: Motivating employees, maintaining morale, and directing employees to accomplish tasks.
- Controlling: Establishing benchmarks (like sales quotas or quality standards), tracking performance against benchmarks, and taking corrective actions.
These concepts and techniques
- Conducting job analyses: Determine the responsibilities and requirements of each employee role.
- Planning labor needs: Assessing future workforce requirements and planning hiring processes.
- Recruiting and selecting candidates: Searching for and evaluating potential employees.
- Orienting and training new hires: Providing initial guidance and training to facilitate their integration into the company.
- Managing compensation: Designing and administering employee compensation plans.
- Providing incentives and benefits: Implementing programs to motivate and retain employees.
- Appraising performance: Assessing employee performance against expected standards.
- Communicating: Establishing effective communication channels to enhance workplace relations.
- Developing employees and managers: Investing in growth and development of talent in the organization.
- Building employee relations: Developing positive employee relationships.
- Equal opportunity and affirmative action: Maintaining a fair and inclusive workplace.
- Employee health and safety: Focusing on the wellbeing of employees.
- Handling grievances and labor relations: Addressing and resolving employee concerns and disputes.
Why is HRM important to all managers?
- Avoiding personnel problems, including hiring errors, high turnover, discrimination, and poor training.
- Contributing to improving business profitability and productivity by focusing on effective employee management.
- Potential direct involvement in HR activities.
- The overwhelming majority of organizational work comes from small and medium-sized enterprises (SMEs).
Line and Staff Aspects of HRM
- Authority: The right to make decisions, direct work, and issue orders.
- Line authority: The right to issue orders.
- Staff authority: The right to advise.
- These authorities are typically used to explain managers duties, and distinguish their different responsibilities.
- Line managers are the primary drivers of company functions, and staff managers provide support or advice.
Line Manager's HR responsibilities
- Placing the right person in the right job,
- Orienting new employees,
- Training employees,
- Improving job performance.
- Gaining creative cooperation and developing smooth working relationships,
- Interpreting company policies,
- Controlling labor cost,
- Developing the abilities of each person,
- Creating and maintaining departmental morale,
- Protecting employees' health and physical conditions.
The Human Resource Department
- Typical roles include: Recruiters, EEO coordinators, Job analysts, Compensation managers, and Training specialists.
- Human resource departments assist and advise other managers to achieve business objectives.
New Approaches to Organizing HR
- Shared Services (Transactional) HR teams: Centralized to provide assistance.
- Corporate HR teams: Specialised advising on company strategy.
- Embedded HR teams: Provide ongoing assistance to company departments.
- Centers of expertise: Specialist HR consulting services.
Trends in HRM
- Workforce demographics and diversity trends: The workforce is changing—more women, minority groups, and older workers.
- Trends in job types: Shift from manufacturing to service roles, freelance jobs, and gig work.
- Globalization trends: Companies expanding operations internationally, trading agreements.
- Economic trends: Economic fluctuations and their impact on the workforce.
- Technology trends: Use of automation, social media, mobile apps, cloud computing, data analytics, and AI to transform HR practices.
More on HR Technology Trends
- Social Media: Recruitments, engagement, and communication.
- Mobile Applications: Manage work schedules, identify workers, and communicate feedback.
- Cloud Computing: Enable real-time data analysis and reporting.
- Data Analytics: Helps optimize processes.
- Artificial Intelligence (AI): Automates tasks and provides insights.
- Augmented Reality (AR): Enhance interactive training and visualisations,
Learning Objective 1.3
-
Six important components of HRM:
- Talent acquisition and retention;
- Employee engagement;
- Learning and development;
- Total Reward system;
- Organizational effectiveness;
- Workforce management.
Learning Objective 1.4
-
Four important HRM competencies:
- Leadership and Navigation;
- Ethical practice;
- Business Acumen;
- Relationship management.
Strategic HRM
- HRM that aligns with the overall business strategy by shaping employee capabilities and behaviors to achieve company objectives.
HR and Evidence-Based Management
- Using data, facts, analytics, and research to support HR decisions and practices to enhance effectiveness and obtain better results.
HR and Adding Values
- Increasing company and employee effectiveness.
- Cutting costs and improving efficiency.
- Integrating HR tasks with the company strategy.
- Fostering employee engagement.
Sustainability and HRM
- Measuring company performance by considering financial, social, and environmental impacts.
Employee Engagement and HRM
- Maintaining a psychologically connected and dedicated workforce.
- Measuring employee connectivity and commitment through work.
- Identifying the necessity of engagement in boosting worker performance.
Ethics and HRM
- Defining ethics.
- The vital role HRM plays in shaping organizational ethics.
- Identifying ethical issues within HRM practices.
A Quick Summary (Figure 1-4)
- Key trends affecting HRM: Economic shifts, globalization, workforce changes, and evolving technology.
- How those trends are affecting HRM activities: Outsourcing, decentralization, HR technologies, and the shift to employee-led tasks.
New Human Resource Managers
- Competency model: A framework developed by SHRM that outlines essential competencies.
- Functional areas: Key HR areas (e.g., talent acquisition, employee engagement, total rewards).
- Skills: The modern HR manager needs to "speak the CFO's language" and demonstrate expertise in measurable results.
- Modern HR managers should be able to lead initiatives, prioritize ethics and business acumen, manage relationships, consult with stakeholders, and evaluate critically for decision-making.
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Description
This quiz focuses on the fundamental concepts of Human Resource Management (HRM) as outlined in Chapter 1. Participants will explore HRM's role within management, current trends, key components, and required competencies for HR managers. Engage with the material to solidify your understanding of this essential managerial function.
