HRM Principles and Practices PDF

BACC 322- HRM HUMAN RESOURCE MANAGEMENT  LEARNING OUTCOMES After reading the chapter, the students should be able to: 1. define Human Resource Management, it’s nature and scope; 2. synthesize historical milestones in human resource...

BACC 322- HRM HUMAN RESOURCE MANAGEMENT  LEARNING OUTCOMES After reading the chapter, the students should be able to: 1. define Human Resource Management, it’s nature and scope; 2. synthesize historical milestones in human resource management development; 3. describe the importance of studying human resource management. 4. identify the importance of studying human resource management. 5. compare and contrast the differences, human resource management, and human resource development.  HUMAN RESOURCE MANAGEMENT is the organizational encompasses a wide range of basic business ideas thst function of managing and includes recruitment, selection, handling one of the most training and development, valuable assets of the appraisal of performance, compensation and benefits organization- its administration, and other employees. productivity improvement programs. THREE STAGES OF THE EMPLOYMENT CYCLE 1. Pre-hiring stage- organizations determine the right number and type of people needed to fill up positions in the organizations along with their required qualifications. 2. Hiring stage- companies establish policies that will help managers fulfill the staffing needs of the company, eventually leading to recruiting and selecting. 3. Post-hiring stage- companies carry out certain HRM practices and other productivity performance appraisal , compensation and benefits administration, employee health and safety, and separation. YEAR EVENTS Federick Taylor introduce a management approach known as scientific management that 1890-1910 focuses on the idea of scientific selection of employees based on their capabalities. Most companies started to develop depatmental units focused on maintining the well- 1910-1930 being of employees. During this period, the Hawthorne Studies started to have a tremendous effect on management studies and prinicples such that much attention was given to personal and 1930-1945 social interactions in the wok-place that effect and influence worker productivity and level of performance. This period marked the birth of union membeship that gave consideable importance to employee-employer relationships. It was also during this period that pay and benefits 1945-1965 programs slid a vey notable value as organized unions bargained for paid work leaves, health and welfare coverage. The Civil Rights Act of 1964 eached its highest point when it prohibited discriminatory 1965-1985 practices based on an individual’s age, sex, color, religious affiliation, race, and physical or mental disabilities. Diverse labor force, globalization, and strategic HRM functions were thee pressing 1985- concerns during this period. Employers, primary aim is to effectively cope with the intense present demands and effects of change, competition and job efficiency.  IMPORTANCE OF STUDYING HUMAN RESOURCE MANAGEMENT EMPLOYEES ENTREPRENEURS It is essential for employees to The study of HRM will give understand HR Management so they these enterprising individuals may gain a better understanding of their rights and priveleges as useful insights and a thorough thinking, feeling, and doing understanding of the individuals in an organization. employment cycle , and a broader idea about various SUPERVISORS AND LEADERS human resource practices in order to meet present and Studying in HRM can provide future challenges head on. supervisors and leaders a competitive edge, especially in the aspect of recruitment.  BEST FEATURES OF HUMAN RESOURCE MANAGEMENT 1. It is prevalent in nature- this means that HRM is present and performed in all operational and functional areas of management within an organization on a contious basis. 2. It is dynamic- HRM constantly finds ways to change situations and events for the betterment of the organizationand its employees. 3. It is individually-oriented- HRM works toward getting the best out of employee by seeing to it that they are continually offered the opportunity to be equipped with new skills. 4. It is employee-oriented- Rewarding the employees for their contributions to organizational success is a strong reinforcement to increase the level of job performance. 5. It is forward-looking- For an organization’s HRM function to be successful, it should effectively envision and assess labor needs for a given period of time. 6. It is growth-oriented- For an organization’s HRM process to yield success, it should constantly enhance the conceptual and analytical skills of its employees. HUMAN RESOURCE MANAGEMENT AND HUMAN RESOURCES DEVELOPMENT HRM focuses on enhancement of employees, potential frorm a long tem perspective. HRD is concerned with enhancing the capabilities of employees that will result in positive behavior change. HRM gives attention to the effective utilization of employees and their capabilites. HRD sees to it that there is continuing opportunities for growth and development. HRM takes decisions on HRD plans. HRD depends on the decisions of HRM. HRM at its center has HRD. The goal of HRD is anchored to the HRM, which boils down the benefit of the workers. HM attends to every emoloyee demand resulting in increased satisfction and productivity. HRD promotes upscaling of skills and knowledge resulting in outstanding performance. THANK YOU REFERENCE: HRM PRINCIPLES AND PRACTICES DR. DORIS P. LAURON