PSY 202: Introduction to HR Management

Introduction to HRMD

• Course title: PSY 202: HUMAN RESOURCE MANAGEMENT & DEVELOPMENT
• Instructor: ARIANE MARIE P. ZARATE
• Institution: College of Arts & Sciences

Lesson Objectives

• Understand the concept of Human Resource Management
• Learn the history of HRM
• Apply the importance and functions of a Human Resource Personnel

Human Resource Management (HRM)

• HRM encompasses the policies, practices, and systems that influence employee behavior, attitudes, and performance.
• HRM is a subset of management, focusing on attracting, hiring, training, motivating, and retaining employees.
• Effective HRM aims to create a satisfied and productive workforce.
• An organization's philosophy, culture, and orientation reflect its concern for employees.

Unique Aspects of HRM

• HRM is multidisciplinary, incorporating economics (wages, markets), psychology (motivation), sociology (organizational structure), and law (various acts).
• HRM is integrated into the work of all managers.

Personnel Management vs. Human Resource Management

• Personnel Management: Focuses on managing employees as resources, with a cost-centered approach. Employees seen as interchangeable commodities.
• Human Resource Management: Views employees as valuable resources, focusing on investments for future utility and mutual benefit. Employees' skills and abilities are emphasized. Includes employee well-being.

Importance of HRM

• Attracting and retaining talented employees
• Training employees for challenging roles
• Developing employee skills and competencies
• Fostering team spirit and loyalty
• Increasing productivity and profitability
• Improving job satisfaction
• Enhancing employees' standard of living
• Generating employment opportunities
• Building trust and respect among employees

Brief History of HRM

• Early examples of HRM include the Chinese "apprentice system" (1115 B.C.).
• Greek and Babylonian civilizations also used HRM practices relating to skilled laborers.
• The Industrial Revolution (18th century) saw changes in work, leading to the need for HRM to address gaps between management and workers.
• Scientific management (late 19th and early 20th centuries), championed by Frederick Winslow Taylor, aimed for maximum efficiency through careful analysis of work processes and employee selection.
• Early industrial psychology (1913) focused on worker well-being and individual differences.
• The Hawthorne studies (1924-1933) highlighted the importance of social relations and worker satisfaction.
• The human relations movement (mid-20th century) emphasized factors like recognition, security, and belonging.
• Peter Drucker introduced the concept of "knowledge workers" and the importance of knowledge work productivity.
• Hugo Munsterberg, "Father of Industrial Psychology," emphasized the application of psychological findings in practical HR processes.
• Douglas McGregor's Theory X and Theory Y highlighted different management styles and employee motivations.

HR Department Importance

• Corporates value the HR department for its role in preventing lawsuits related to human resources management.

Key HRM Functions

• Analyzing jobs and designing job descriptions
• Recruiting and selecting personnel
• Training and development
• Performance management
• Compensation and benefits
• Employee relations
• HR planning and change management

Characteristics of HRM

• Valuable: High-quality employees fulfill critical functions.
• Rare: Skilled and talented employees are difficult to find.
• Cannot be imitated: Well-trained and motivated employees are hard to replace.
• Good substitute: Not readily replicated.

High-performance work system

• Organizations utilize technology, structure, people, and processes effectively to succeed in the competitive market.

HR Responsibilities

• Work analysis
• Recruiting
• Training and development
• Performance appraisal
• Compensation & benefits
• Employee relations
• Policy creation
• Legal compliance
• HR strategy support

HR Planning

• Identifying needs for employees to meet objectives.
• Anticipating workforce changes.
• Addressing layoff procedures

Ethical Considerations

• Fundamental principles of right and wrong.
• Ethical HR policies.

Skills of HR Professionals

• Human relations (understand and work with people)
• Decision-making (employee qualifications, motivation, compliance)
• Leadership (managing change)
• Technical (e.g., staffing, development, rewards, design, communications)

Attitudes versus Emotions

• Attitudes - judgments about an object, usually stable
• Emotions - experiences related to the object, usually temporary based on internal/external factors.

Job Satisfaction

• Person's evaluation of job and context.
• Collection of attitudes toward various elements of the job

Responses to Dissatisfaction

• Exit (leaving)
• Voice (complaining)
• Loyalty (waiting for improvement)
• Neglect (reducing effort)

Organizational Commitment

• Affective commitment (emotional ties)
• Continuance commitment (organizational reliance)

Employee Rights

• Right of free consent
• Right of privacy
• Right to freedom of conscience
• Right to freedom of speech
• Right to due process

Organizational Development (OD)

• Planned process to enhance organizational effectiveness in achieving objectives

Emerging issues in HRM

• Increasing size of workforce
• Workforce composition changes
• Employee expectations
• Technological shifts
• Lifestyle changes
• Environmental factors
• Personnel function changes
• Employee retention and reward systems

Quotes

• "I emphasize this – No matter how good and successful you are or how clever or crafty, your business and its future are in the hands of the PEOPLE YOU HIRE” -Akio Morita, Co-founder, Sony