Introduction to HRMD PDF

Evolve. Adapt. Overcome. CEFI is now ready. Introduction to HRMD PSY 202: HUMAN RESOURCE MANAGEMENT & DEVELOPMENT ARIANE MARIE P. ZARATE Professor, College of Arts & Sciences ...

Evolve. Adapt. Overcome. CEFI is now ready. Introduction to HRMD PSY 202: HUMAN RESOURCE MANAGEMENT & DEVELOPMENT ARIANE MARIE P. ZARATE Professor, College of Arts & Sciences  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. LESSON OBJECTIVES: To fully understand the concept of Human Resource Management is To be aware of the history of HRM To apply the importance and functions of a Human Resource Personnel No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Human Resource Management (HRM) The policies, practices & systems that influence employees’ behavior, attitudes & performance subset of the study of management that focuses on how to attract, hire, train, motivate and maintain employees The effective management of people at work The goal: make workers more satisfied and productive When an organization is concerned about people, its total philosophy, culture, and orientation reflect it No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM The Chinese are known to be the first to use employee screening techniques, way back in 1115 B.C The “Apprentice" system” was started by the Greek and Babylonian civilizations, ages before the medieval times Between the 1960s and 1970s, the HRM movement gained further momentum due to the passing of several acts. HRM can be traced to England, where craftspeople organized guilds They used unity to improve working conditions The Industrial Revolution in the 18th century laid the basis for a new, complex industrial society Changing work conditions, social patterns, and labor created a gap between workers and owners During the world war era, scientific management, welfare work, and industrial psychology merged No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM ⚫Frederick W. Taylor, the father of scientific management, summarized scientific management as: ⚫Science ⚫Harmony ⚫Cooperation ⚫Maximum output ⚫Industrial psychology, initiated in 1913, focused on: ⚫The worker ⚫Individual differences ⚫The maximum well being of the worker No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM Industrial Revolution The era of whole-scale industrial liberalization has played a significant role in the scientific advancement of the world. This advancement changed mankind within a time span of just 3 centuries. It all began with the advancement of the liberal thoughts of mankind after the Renaissance, which eventually led to the industrial revolution inventions. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM o It believed that decision making should be under the management. o It also believed in developing a standard method to perform each job. o Taylorism believed in selecting workers with appropriate abilities for each job. o As per Taylorism, workers used to be trained along the standard methods that were previously developed and fine tuned. o Taylorism believed in providing complete support to the employees in order to plan their work and eliminate interruptions. o The concept of wage incentives was, in fact, first propounded by Taylor. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM 4 Principles of Scientific Management 1. Develop a science for each element of an individual's work 2. Scientifically select, train and develop the worker. 3. Heartily cooperate with the workers. 4. Divide work & responsibility equally between managers & workers. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM The Hawthorne studies (1924 to 1933): Were to determine the effects of illumination on workers and their output Rather, it pointed out the importance of social interaction on output and satisfaction Until the 1960s, the personnel function was concerned only with blue-collar employees File clerk, house-keeper, social worker, firefighter No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM Human Relation Movement The need for recognition, security and sense of belonging is more important in determining workers' morale and productivity than the physical conditions under which he works. A complaint is not necessarily an objective recital of facts; it is commonly a symptom manifesting disturbance of an individual's status position. The worker is a person whose attitudes and effectiveness are conditioned by social demands from both inside and outside the work plant. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM Peter Ferdinand Drucker was a writer, management consultant, and self-described “social ecologist In 1959, Drucker coined the term “knowledge worker" and later in his life considered knowledge work productivity to be the next frontier of management. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM Book, “Psychology and Industrial Efficiency” called attention to the contributions that Psychology could render in the areas of employment testing, training and efficiency improvement. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Brief History of HRM Douglas McGregor Theory X takes a relative pessimistic and negative view of workers. Theory Y represents the assumptions that human relations advocates make No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Theory X Assumptions Theory Y Assumptions The average Theory X managers do not give their The expenditure of physical and mental effort in staff this opportunity so that the employees work is as natural as play or rest. behave in the expected fashion. human being has an inherent dislike of work and will avoid it if he Control and punishment are not the only ways to can. make people work, man will direct himself if he is committed to the aims of the organization. Because of their dislike for work, most people must be controlled and threatened before they If a job is satisfying, then the result will be will work hard enough. commitment to the organization. The average human prefers to be directed, The average man learns, under proper conditions, dislikes responsibility, is unambiguous, and not only to accept but to seek responsibility. desires security above everything. Imagination, creativity, and ingenuity can be used These assumptions lie behind most organizational to solve work problems by a large number of principles today, and give rise both to "tough" employees. management with punishments and tight controls, and "soft" management which aims at Under the conditions of modern industrial life, the harmony at work. intellectual potentialities of the average man are only partially utilized. Both these are "wrong" because man needs more than financial rewards at work, he also needs some deeper higher order motivation - the opportunity to fulfill himself. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. The HR DEPARTMENT was the apple of the corporates' eyes because, the corporates placed a lot of importance on human resource management to avoid plausible law suit No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. HR Functions 1. Analyzing work & designing jobs 2. Recruiting 3. selection 4. Training & development 5. performance management 6. Compensation 7. Employee relations 8. HR planning & change management No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Characteristics of HR Valuable - high-quality employees provide a needed service as they perform many critical functions Rare – skills are not common. What’s the most difficult to find is the “talented people”. (its very easy to look for applicants, but talented people is the most difficult to find” Cannot be imitated no good substitute – when people are well-trained & highly motivated, they learn, develop their abilities & care about customers. It is difficult to imagine another resource that can match committed & talented employees No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. High-performance work system An organization in which technology, organizational structure, people and processes all work together to give an organization an advantage in the competitive environment No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. HR Responsibilities RESPONSIBILITIES Analysis & work design - Work analysis; job design; job descriptions Recruitment & selection - recruiting; job posting; interviewing; testing Training & Development - orientation; skills training; career devt programs Performance management - Performance measures; preparation & administration of performance appraisals; discipline Compensation & benefits - Wage and salary administration; incentive pay; insurance; vacation leave admin; retirement plans; Employee relations - attitude surveys; labor relations; employee handbook, company publications; Personnel policies - Policy creation; policy communication; record keeping; HRIS Compliance with laws - Policies to ensure lawful behavior; reporting; posting information; safety inspections Support for strategy Hr planning & forecasting; change management No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. HR PLANNING – identifying the numbers & types of employees the organization will require in order to meet its objectives. It includes how to handle or avoid layoffs ETHICS- fundamental principles of right and wrong No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. 4 C's’ that HR policies need to achieved Commitment Congruence Competence Cost effectiveness No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Skills of HR Professionals HUMAN RELATION SKILLS – ability to understand & work well with other people. HR managers need knowledge of how people can & do play a role in giving the organization an advantage against the competition , as well as of the policies ,programs & practices that can help the org.people do so. DECISION MAKING SKILLS – HR managers must make a wide variety of decisions that affect whether employees are qualified & motivated & whether the org is operating efficiently & complying with the law LEADERSHIP SKILLS – requires helping the organization manage change. Diagnose problems, implementing changes, evaluating results, TECHNICAL SKILLS – need knowledge of state-of-the-art practices such as staffing, development, rewards, org design & communication. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Right of free consent – People have the right to be treated only as they knowingly and willingly consent to be treated. Right of privacy – People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. Right of freedom of conscience – People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. Right of freedom of speech – People have the right to criticize an organization’s ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. Right to due process – If people believe their rights are being violated, they have the right to a fair and impartial hearing No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. Organizational development (OD) - the planned process of developing an organization to be more effective in accomplishing its desired goals,". OD focuses on developing the structures, systems, and processes within the organization to improve organizational effectiveness. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.  COLLEGE OF ARTS & SCIENCES Calayan Educational Foundation, Inc. “ 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 No part of this material may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise, without permission in writing from the author or lecturer.