Liwa College HRM201 Handout #1 PDF

HRM201 Introduction to Human Resource Management Handout # 1 Introduction to Human Resource Management and its Strategic Role CLO # 1 Define the fundamental concepts of HRM and discuss its strategic role in enh...

HRM201 Introduction to Human Resource Management Handout # 1 Introduction to Human Resource Management and its Strategic Role CLO # 1 Define the fundamental concepts of HRM and discuss its strategic role in enhancing the organizational effectiveness and efficiency. https://lms.lc.ac.ae What Do I Need to Know? LO 1 Define human resource management, and explain how H R M contributes to an organization’s performance. LO 2 Identify the responsibilities of human resource departments. LO 3 Summarize the types of competencies needed for human resource management. LO 4 Explain the role of supervisors in human resource management.  In an organization, who should be concerned with HRM? 1 POLLING QUESTION A. Only the HR department. B. Only managers. C. Only top-level managers. D. All of these. Human Resource Management (HRM) The policies, practices, and systems that influence employees’: Behavior. Attitudes. Performance. Figure 1.1 HRM Practices Human Resources and Company Performance 1 Human capital: an organization’s employees described in terms of their: Training. Experience. Judgment. Intelligence. Relationships. Insight. The concept of HRM implies that employees are resources of the employer. Figure 1.2 Impact of Human Resource Management Human Resources and Company Performance 2 Sustainable Competitive Advantage An organization is better than competitors at something and can hold that advantage over a sustained period of time. Human resources give organizations advantages because human resources: Are valuable. Are rare. Cannot be imitated. Have no good substitutes. Employee Satisfaction At Google, the company’s focus is on making employees feel valued, trained, and well compensated. In turn, there is a low turnover rate and a high degree of satisfaction. Human Resources and Company Performance 3 High-Performance Work System Technology, organizational structure, people, and processes all work together to give an organization a competitive advantage. May include: Development of training programs. Recruitment of people with new skill sets. Establishment of rewards for such behaviors as teamwork, flexibility, and learning. Table 1.1 Responsibilities of HR Departments 1 Function Responsibilities Analysis and design of Work analysis; job design; job descriptions work Recruitment and Recruiting; job postings; interviewing; testing; coordinating use of selection temporary labor Training and development Orientation; skills training; career development programs Performance Performance measures; preparation and administration of performance management appraisals; discipline Compensation and Wage and salary administration; incentive pay; insurance; vacation leave benefits administration; retirement plans; profit sharing; stock plans Sources: “Human Resources Managers,” O*NET OnLine, https://www.onetonline.org, updated April 7, 2020; Society for Human Resource Management, “SHRM Essentials of Human Resources,” https://www.shrm.org, accessed April 7, 2020; SHRM-BNA Survey No. 66, “Policy and Practice Forum Human Resource Activities, Budgets, and Staffs, 2000–2001,” Bulletin to Management, Bureau of National Affairs Policy and Practice Series (Washington, DC: Bureau of National Affairs, June 28, 2001). Table 1.1 Responsibilities of HR Departments 2 Function Responsibilities Employee relations Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services Personnel policies Policy creation; policy communication Employee data and Record keeping; HR information systems; workforce analytics information systems Compliance with laws Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations Support for strategy Human resource planning and forecasting; talent management; change management Skills of HRM Professionals Skills of HRM Professionals The Society for Human Resource Management (SHRM) HR Success Competencies. Defines knowledge and skills associated with success in HRM. Four clusters of competencies: Technical (HR expertise). Interpersonal (relationship management, communications, and global and cultural effectiveness). Business (consultation, critical evaluation, and business acumen). Leadership (;eadership and navigation, and ethical practice). HR Responsibilities of Supervisors Supervisors The company’s founders are the first supervisors. Supervisors have many HR responsibilities. Must consider the ways that decisions and policies will affect their employees. Figure 1.4 Supervisors’ Involvement in HRM: Common Areas of Involvement liwacollege.ae