Lesson 1 Intro to HRM PDF

UNIT CODE: DHR 112 UNIT NAME: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT LESSON ONE: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT By the end of this lesson, the learner should be able to: 1. Explain the meaning of management, human resource and human res...

UNIT CODE: DHR 112 UNIT NAME: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT LESSON ONE: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT By the end of this lesson, the learner should be able to: 1. Explain the meaning of management, human resource and human resource management 2. Describe the functions of HRM 3. Appreciate the importance of human resource management Management 1. The simplest definition was given by Mary Parker Follet; “the art of getting things done through people”. From this we learn that managers achieve organization goals by arranging for others the necessary tasks to be performed. They do not do the work themselves. 2. The process of planning, organizing, leading and controlling the efforts of organization’s members and using all other resources to achieve stated organization goals. (that’s the aim)  ‘process’ signifies that it is systemic  ‘planning’ means their actions are based on some method (intended to guide action)  ‘organizing’ means that the manager co-ordinates the human and non-human resources in order to achieve goals  ‘leading’ describes how managers direct (instructions) and influence (values and personality) subordinates by establishing the proper atmosphere for doing tasks  ‘controlling’ suggests that they select the right objectives or right things to be done.  3. A process of grouping together organization’s material and human resource activities and directing them to use the scarce resources efficiently and effectively in order to achieve the organizational and individual goals and objectives. Human resource(s) Set of valuable, skilled and professional people who constitute an organization or industry, engaged for the purposes of productivity and achievement of set goals (employees) Human resource management Field of management involved with acquiring, effective utilization and maintenance of an organization’s workforce, in totality, through certain functions, procedures, methods and policies, in order to ensure productivity and effectiveness in attainment of individual and organizational goals. Nature of HRM  People-centered. It is concerned with organizational members and their well-being, covering all levels, to the extent possible, of personnel concerns. It appreciates and accommodates each other’s differences, needs and value systems, to the extent possible, by treating and motivating them differently so as to make them contribute their utmost to the organisation  Recognition as total human beings. Employees contribute their skills, talent and abilities to the organisation. Yet it is not possible only to employ their skill or talent. A whole person is to be employed because his characteristics are inseparable from him/her. (Who he is inseparable from what he can offer or perform) It will thus require an adequate understanding of his socio-cultural and economic background. The aim is not only to make him better for the organisation but also for the society of which he is a part (understand him beyond what he can offer the organisation)  Human dignity. Human resources cannot be equated to other factors of production. They deserve to be treated with respect, consideration and dignity. In whatever they do, they seek recognition of their worth and contributions. HR is concerned with satisfying not only the physiological needs but also their socio-psychological needs. (Need for a sense of achievement through recognition)   Multi-disciplinary. Borrows a lot from fields such as psychology, sociology, economics (question; How does it borrow from these fields?)  It is of a continuous nature. It never stops. There is an element of cycles.  It requires constant awareness and alertness of trends in the world, human relations and other factors affecting its success  It is guided by professionalism, ethical standards and legislative provisions as provided for within the Human resource management professional Act No 52 of 2012 and other labour laws Objectives of HRM  To obtain, develop and retain the right skills for the organization  To improve the physical, financial, mental and spiritual well-being of the employees  To provide equal opportunities to people irrespective of gender, age and other discriminatory parameters, who are willing to work, be productive and motivated towards attainment of individual and organizational goals  To secure optimum integration of group and individual interests, and those of the organisation Importance of HRM  Maintains a balance between the jobs available and the jobseekers, according to the qualifications they possess and HR needs of an organisation  Provides suitable (it agrees, between the employee and organisation) and most productive employment that brings its staff psychological satisfaction  Ensures that employees make maximum utilization of the organisational resources in an efficient manner  pays the employee a reasonable compensation in proportion to his/her contribution  Eliminates waste or improper use of human resource by matching a qualified staff to the right job  preserving employee safety and health through provision of a favorable physical and psychosocial working environment  Provides maximum opportunities for personal development and improvement of skill and ability e.g., training programs, promotions  Helps the organisation in accomplishing its goals by ensuring the right people are hired and developed