Management Functions and HRM Basics

Business Management Concepts

• Business management, human resource management, and information management are all key business concepts

Role of Managers

• Managers ensure a positive work environment
• They answer employee questions and solve problems
• Managers have power, responsibility, and influence over other employees
• Managers can oversee individuals, departments, or the entire business, depending on their level

Three Levels of Management

• Top-level management involves executive coaching, change management, leadership, delegation, and empowerment
• Middle-level management focuses on problem-solving, team building, talent development, and performance management
• Low-level management is concerned with emotional intelligence and coaching for performance

Management Functions

• Planning involves setting objectives and determining actions
• Organizing means arranging resources to achieve objectives
• Staffing includes recruiting, interviewing, hiring, orienting, and dealing with job changes
• Directing refers to guiding, instructing, and supervising employees to meet organizational goals
• Controlling is the process of monitoring and evaluating performance against planned objectives and taking corrective action

Human Resources Management (HRM)

• HRM focuses on managing people within organizations
• Core activities include employee benefits, relations, compensation, staffing, and performance management
• HRM is concerned with personnel policies, managerial practices, and systems that influence the workforce
• HRM includes all activities undertaken by an enterprise to ensure the effective utilization of employees towards individual, group, and organizational goals
• Decisions that affect the workforce concern the HRM function

Defining HRM

• HRM employs, develops, uses, maintains, and compensates people's services in line with job and organizational needs

HR Department - Basic Functions

• HR departments oversee employment, training, scheduling, motivation, evaluation, employee relations, compensations, labor relations, and safety

HRM vs Management

• HRM deals directly with people
• Management includes marketing, operations management, research & development, accounting & finance
• Line managers decide what work to do and supervise those who do it
• Staff or HR managers advise line managers on effective means to perform HR-related work and achieve objectives

Human Resources Defined

• An organization’s human resources consist of workers/labor who perform tasks, activities, and functions in exchange for wages, salaries, and benefits
• This includes full-time, part-time, casual employees, labor hire employees, and independent contractors

HRM in Smaller Organizations

• Small organizations use operating managers for basic HR functions
• Small, independent businesses operate similarly to small organizations
• Very small organizations are exempt from many legal regulations

Managing Human Resources: Employment/Recruiting Sources

• Internal sources: Posting job openings, keeping a call-back list, employee referral programs, cross-training programs, and succession planning
• External sources: Employment agencies, advertising, hotel websites/social media, hotel hiring halls, colleges/universities, job centers, and networking

Managing Human Resources: Training

• Training areas include knowledge of the property, technical skills, employee attitude, and personal development

Current HR Management Challenges

• Globalization of business
• Economic and technological changes
• Managing change
• Human capital & workforce demographics and diversity
• Organizational cost pressures and restructuring

Focus Areas of HR

• Planning
• Staffing
• Compensation & Benefits
• Training & Development
• Performance Appraisal

HR Planning

• Involves making sure there is a person-job fit to fulfill organizational goals
• Associated practices are human resource planning and job analysis

Staffing

• Centers on recruiting people with appropriate skills, abilities, knowledge, and experience
• Associated practices are recruitment and selection

Reward Systems, Benefits, and Compliance:

• HR is responsible for the design and administration of reward systems
• Associated practices include job evaluation, direct/indirect employee benefits, compensation, and the legal environment

Training & Development:

• Training requirements are analyzed to ensure employees have the knowledge and skills to perform their jobs effectively
• It also ensures they can advance in the organization

Performance Management and Appraisal

• Performance evaluations are used to enhance work unit efficiency and ensure effective employee utilization

Human Resource Planning Process

• Involves deciding the objectives of HRP, estimating future organizational structure and manpower requirements, performing manpower audits, doing job analysis, and developing a human resource plan

Factors Affecting Recruitment

• Internal factors: company's pay package, QWL, organizational culture, career planning, company size, products, growth rate, and cost of recruitment
• External factors: socio-economic factors, supply & demand factors, employment rate, labor market condition, reservation for SC/ST, and the information system

Staffing Objectives

• Ensuring the right people with the right skills are employed to provide services
• HR competes with other organizations by recruiting and retaining the best employees.
• HR develops attractive employment packages to maintain employee skill levels
• Also involved is dealing with those that do not have roles in the organization

Performance Objectives

• Ensuring people are motivated and committed to maximize performance
• Ensuring employees receive training and development to excel in their roles
• Increasing employee commitment by engaging employees in developing new ideas
• Creating employee engagement, demonstrated by employees choosing to go above and beyond via discretionary effort

Change-Management Objectives

• HR plays a role in change management

• Change management can be:

  • Structural: Reorganizing or introducing new people into roles
  • Cultural: Altering attitudes, philosophies, or organizational norms

• Key activities of change management:

  • Recruiting/developing individuals with leadership skills to manage change
  • Employing change agents to encourage acceptance of change
  • Creating reward systems that underpin the change process

Strategic Human Resource Management (SHRM)

• SHRM focuses on identifying and managing current and future needs to achieve organizational objectives
• The HR plan consists of three core elements crucial for effective strategy formulation
  • Strategy: an extension of mission, and a bridge between the organization and its environment
  • Goals: defined as desired outcomes that guide the efforts of the organization
  • HR Planning: A vital link between human resource management and the organization's overall strategic plans

Meaning of SHRM

• SHRM is the process of linking the HR function with the organization’s strategic objectives to improve performance
• Organizations need the right people with the right skills/behaviors, motivated and supported by the right leader if strategy it to work

SHRM Concepts

• SHRM is an approach to making decisions on the intentions and plans of the organization concerning the employment relationship, recruitment, training, development, performance management, and organizational strategies
• Armstrong defined SHRM as the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals

Features of SHRM

• Understanding the current human resource reality is crucial for effective planning
• Identifying a vision for the future is key to shaping human resource management functions
• Developing a plan involves translating vision into measurable actions for people management
• Three questions could guide the human resource planning process
• Addressing those questions helps create a focused human resource strategy with clear goals

Scope of Strategic HR Management

• The environment includes external forces which have a bearing on the function of activities including human resource ones.
• Environmental scanning helps HR managers to become proactive to the environment which is characterized by change and intense competition human resource.
• Two types of environments Internal (forces internal to an organization) External environment, economy politics technology and demographic

What is Recruitment?

• Recruitment includes practices/activities to identify and attract potential employees
• Formal, structured recruitment improves organizational performance
• Recruitment builds upon job/competency analysis to determine the requirements of the vacant role
• Need for replacement employees and those with new skills for business growth

Internal Recruitment

• Jobs are filled internally, moving or promoting existing employees Advantages: -Less expensive -Cost savings, efficiency gains -Internal candidates already knowledgeable -Motivates employees, gives incentive for promotion Disadvantages: -Limited field of candidates -Difficult to manage expectations -Conflicts with diversity goals -Better to at least consider external candidates alongside internal

Online Recruitment (E-Recruitment)

• Practical significance is debatable
• Two basic types: employer's website, use of cyber-agencies Advantages: -Inexpensive advertisements -Speed -CV-matching software Problems: -Handling increased application volumes -Unreliable online tests -Security/confidentiality fears -Poor ethical standards of cyber-agencies

Processual Approach to Recruitment (Employer Branding)

• Positioned as 'employers of choice' -To attract stronger applications reduces recruitment costs as they get unsolicited ones -They develop a positive ‘brand image’, so they wish to work there

Employer Branding

• Easier for companies with household names to promote 'brand image'
• Involves making an aspect of the working experience distinct such as; -High Pay -Flexible Working -Job Security They should share this on advertising, internet sites, career fairs etc

This quiz covers core management functions like guiding employees and addressing productivity issues. It also explores Human Resource Management (HRM) principles, including staffing, reward systems, employer branding, and overall goals.