Management Functions: Planning, Organizing, and More

Basic Functions of Management

• Planning, organizing, staffing, leading, and controlling are the five basic functions of the management process.
• Outsourcing tasks may be related to human resources but not primary management functions.

Role of a Manager

• A manager is responsible for achieving organizational goals by managing their people's efforts through planning, organizing, staffing, leading, and controlling.
• An Entrepreneur may manage people or hire a manager but are themselves individuals that start their own businesses

Management Process

• Planning, organizing, staffing, leading, and controlling are the five basic functions contained within the management process.
• Strategic management identifies and executes the organization's mission by matching capabilities with the environment demands

Planning as a Management Function

• Planning establishes goals and standards and develops rules, procedures, and forecasting.
• Setting goals, establishing standards, developing rules, and creating forecasts form the planning function.
• Claire develops procedures and establishes goals for her staff, she is mostly performing the planning function.

Organizing as a Management Function

• Organizing contains delegating authority to subordinates and establishing communication channels.
• Establishing communications, coordinating work and establishing departments is the organizing function.
• Jolene, by delegating authority to Lee, which is her subordinate, is performing the organizing function of the management process

Controlling as a Management Function

• The controlling function sets standards to set sales quotas, quality, standards, or production levels.
• The controlling function involves comparing actual performance with set standards, often with metrics, and taking corrective action when needed.
• Managers using metrics to assess performance and formulate strategies for corrective actions are applying the controlling function.

Staffing as a Management Function

• Staffing includes selecting employees, setting performance standards, and compensating employees.
• The staffing function involves determining hiring needs, recruiting, training, setting performance standards, evaluating, counseling, and compensating employees.

Defining Human Resource Management (HRM)

• HRM describes acquiring, training, appraising, and compensating employees, and attending to labor relations, health and safety, and fairness.
• Staffing falls under HRM within the management process.

Leading Function

• Maintaining morale and motivating subordinates are related to the leading function.

Personnel Activities in HRM

• Managing compensation, orienting new employees, appraising performance, and developing employee commitment are typical activities.
• Managing customer relationships are less likely a concern as part of personnel in HRM

Personnel Mistakes to Avoid

• Personnel mistakes to avoid include hiring the wrong person, causing high turnover, having unsatisfactory worker performance, useless interviews, discriminatory or unsafe practices, unfair salaries or inadequate training.

Workforce in Small Firms

• Small firms employ approximately half of the employed people in the US and account for most of the 600,000 businesses created each year.

Authority in Organizations

• Authority is the right to make decisions, direct work, and give orders.

Line Authority

• Line authority is defined as a manager's right to issue orders, which creates a superior-subordinate relationship amongst other managers or employees.

Staff Authority

• Staff authority provides a manager to advise other managers and employees, which creates an advisory relationship.

Types of Managers

• HRM managers are usually staff managers that help and advise line managers in areas such as hiring, compensating and recruitment areas.
• Line managers have human resource duties too.
• A line manager can direct subordinates and is responsible for results

Line Supervisor's Responsibilities

• Handling and placing people directly is a part of every line manager's duties.
• A major company outlines line managers' responsibilities by placing the right person in the right job; starting new employees via orientation; training, improving performance, cooperation, and working relationships; interpreting policies; controlling labor costs; developing abilities; maintaining morale; and protecting health.
• Changing employee's attitude is NOT a line supervisor's responsibility for effective human resources management

Key HR Responsibilities of Line Managers

• Human resource management involves creating and maintaining department morale, controlling labor costs, and protecting physical health.
• Marketing new products/services is NOT an HR responsibility and would be handled by the marketing department Directing the activities of subordinates in the HR department a line function of HR managers

Different functions with HRM Managers

• Line functions and staff functions are distinct

Recruiter

• Recruiters maintain community contacts and frequently travel to find qualified candidates

Line vs Staff functions

• Staff functions assist and advise line managers
• Line managers have authority and influence over their own departments, while staff managers aid managers outside their departments.

Key areas to assist and advise for line managers

• Recruiting, hiring, & compensation.

Authority Exertion

• HR managers have line authority within their department and exert staff authority outside of it.
• Line managers realize that HR managers’ input is important due to having top management's ear for testing and affirmative action.

Labor Relations Specialist

• A labor relations specialist provides management advice union-management relations

HR Management Specialties

• HR management specialties include recruiter, EEO coordinator, job analyst, compensation manager, training specialist, and labor relations specialist.

Compensation Manager

• A compensation manager is charged with developing compensation plans and handling the employee benefits program

Job Analyst

• Job analysts collect and examines information about jobs for which to prepare job descriptions

Centralized HR

• Transactional (or shared) HR groups use centralized call centers/vendors to provide specialized support in day-to-day transactional HR duties.
• Updating appraisal forms and the changing of benefit plans may occur as a result of transactional activities.
• Shared service is centralized HR units whose employees are shared by all the companies' departments to obtain advice

HR Generalist

• HR generalists when assigned to other departments within an organization, provide localized HR management as needed, this is an embedded HR team.

Embedded HR Units & Relationship Managers

• It is beneficial to create embedded HR units and assign relationship managers to each department within the company when frequent complaints arise from employees related to assistance from the HR department due to its large size.

Assistance from all area to line managers

• Human resource managers can assist and advise line managers in recruiting, hiring and compensating

Corporate HR teams

• Corporate HR teams assist top management with long-term strategic plans

Implied Authority

• Line authority means managers the right to issue orders to other managers or other employees while staff authority is where a manager can advise other managers or employees

Job Analysts and compensations

• Job analysts collect and examine information about jobs to prepare job descriptions while compensation managers develop compensation plans and handle the employee benefits program

Corporate HR teams

• Corporate HR teams focus on assisting top management in the development of personnel aspects within a long-term strategy
• HR generalists inside an embedded HR team are assigned directly into departments

Leading V Controlling function in HR

• Setting sales quotas, quality standards, or production levels is part of the controlling function.
• Leading involves maintaining morale and motivating workers

Planning functions

• Establishing goals and standards, developing rules and procedures, and developing plans and forecasting. which is part of the management process
• The five functions of the management process include planning, organizing, staffing, leading, and controlling.

Common HRM mistakes

• Common HRM mistakes include hiring the wrong people, the people not doing best, and committing unfair labor practices
• Common HRM's primary goal is to help the firm achieve its goals and such HRM mistakes hinder that process

Staff V Line managers

• Is false that autonomy and rather authority is the right to make decisions, direct the work of others, and give orders. In management, authority is distinguished between line authority and staff authority.
• Line managers not staff managers are authorized to issue orders down the chain of command, Staff managers have the authority to advise other managers or other employees.

HR Manager focus on line managers

• Assisting and advising line managers is the core of a human resource manager's job, HR assists in recruiting, hiring, and compensation.

Job descriptions

• Is false that that labor relations specialists advice management on all aspects of union-management relations or job analysts collect data for job descriptions.

Shared service

• Is false that shard services focus on assisting top management of a firm in big picture such as developing a firm in long term

Expert centers

• Centers of expertise acts like a consult firm and provides specialized advice in an are such an organizational change to all the company areas.

5 Basic functions

• The five basic functions are planning, organizing staffing, leading and controlling
• HRM management is important to managers because managers can do everything right but hiring the wrong people therefore human resource direct handling of people is critical

Line authority v STaff

• The functions are a line function (authority) and a staff (assist and advise) function.

Organization plan

• One the ethnic group projected to decrease are those in the white.

Globalization

• Globalization means expanding ownership/manufacturing to new markers

The 5 types of technologies (but email)

• The five types of technologies but not email include tools like HR to automation, hiring agencies like facebook, mobile application, the web support, cloud computing and the algorithms.

Human capital related to skills

• Human capital is the knowledge, skills, and abilities of a firm's workers with employees shifting from mostly hands on labour to more skills / knowledge

The labor demographic

• HRM is concerned that the labor short is high since boomers are retiring and less and less people are not retiring
• The problem to the shortage of the high demographic and big companies.

On-demand workforce vs Traditional

• On demand is were people can work on what they want when they are able to

Distribute HR and all it aspects

• There's 70% if job postings online.

HRM

• Strategic human resources is to formulate things and produces the employee.

The HRM lever and its main points

• Distinguish HR refers to ensure that the human management lever's ensure it deliver its services efficiently.

Evidence-based

• Evidence based includes the likes of accurate testing
• Is false here the HR department has HR managers put in place or the stategic results are

HR ethics

• Ethics is the right to understand is standards and should be

SPHR Certification

• Senior HR professionals make the PHR and SPHR, and GPHR Certifications.

Human labor

• Human labor is leadership and navigation etc...