Chapter 2 HRDM PDF

PSYCH 12: INDUSTRIAL – ORGANIZATIONAL PSYCHOLOGY CHAPTER 2: HUMAN RESOURCE MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT HUMAN RESOURCE MANAGEMENT - is about WHOM and HOW to employ for the best outcome - is the process of employing people, training them, compensating them, deve...

PSYCH 12: INDUSTRIAL – ORGANIZATIONAL PSYCHOLOGY CHAPTER 2: HUMAN RESOURCE MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT HUMAN RESOURCE MANAGEMENT - is about WHOM and HOW to employ for the best outcome - is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. - focused on the present needs of the organization and its members Organizational Activities of HRM o Strategic Planning – the process by which top management determines overall organizational purposes and objectives and how they are achieved o Manpower Planning/HR Planning/Workforce Planning – primary source for any company, process of estimating the optimum number of people required for completing a project, task, or goal within time o Staffing – determining what type of people should be hired, recruiting prospective employees, selecting employees, setting performance standards, compensating employees, evaluating performance, counseling, training, and developing employees o Developing, Monitoring, Maintaining, Managing Relationships Leading – getting others to get the job done, maintaining morale, and motivating subordinates Controlling – setting standards such as sales quota, quality standards, or production levels, checking to see how actual performance compared with the standards, and taking corrective action as needed o Evaluating Performance Appraisal– evaluating an employee’s current and/or past performance relative to his or her performance HUMAN RESOURCE DEVELOPMENT - is about making the employee the BEST ASSET for the best outcome - is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. - focused on the future needs of the organization and its members areas: training, learning, career development, talent management, performance appraisal and, people engagement and empowerment Scope, Coverage, And Processes Across The Different Areas of HRD o Training - provides learners with knowledge and skills needed for their present job o Career Development – a formal approach used by the organization to ensure that people with proper qualifications and experiences are available when needed o Talent Management – the system or strategy used by an organization to effectively recruit, hire, develop, and retain employees o Performance Appraisal – means evaluating an employee’s current and/or past performance relative to his or her performance standards o Employee Engagement and Empowerment Employee Engagement – an individual’s emotional and cognitive motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals Employee Empowerment – psychological experience represented by four dimensions: self- determination, meaning, competence, and the impact of the individual’s role in the organization fbpagliawan/psych12iopsych/2024-2025 4 Business Elements o Product – offerings that solve specific problems or services for doing things o Market – who will be the potential clients o Money – funds o People – make the business work Areas/Facets of Human Resource o HRM (Government Setting) Recruitment, Selection and Placement Performance Management Learning and Development Rewards and Recognition o HRD (Private Industry Setting) Talent Acquisition and Retention Department Compensation and Benefits Associate Affairs Department Human Resource Information System Dept. Payroll References: Aamodt, M.G Industrial and Organizational Psychology, 8th Ed. Cengage Learning.2016 Dessler, G. Human Resource Management, 10th Ed. Prentice Hall Inc.2005 fbpagliawan/psych12iopsych/2024-2025