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Chapter 1
Managing Human Resources
Today
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Learning Objectives
1. Answer the questions, “What is human
resource management?” and “Why is
knowing HR management concepts and
techniques important to any supervisor or
manager?”
2. Describe with examples what trends are
influencing human resource management.
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Learning Objectives (cont.)
3. Discuss at least five consequences today’s
trends have for human resource management.
4. Outline the plan of this book.
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Managing: Five Basic Functions
Management Process
Planning
Organizing
Staffing
Leading
Controlling
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What is
Human Resource Management?
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The Personnel Aspects of
Management
• Conducting job analyses
• Planning labor needs and recruiting job
candidates
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries
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The Personnel Aspects of
Management (cont.)
• Providing incentives and benefits
• Appraising performance
• Communicating
• Training employees and developing managers
• Building employee relations and engagement
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Why is knowing
HR management concepts
and techniques important to
supervisors/managers?
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Personnel Mistakes
To Avoid
• Employees not doing their best
• Hiring the wrong person for the job
• High turnover
• Legal ramifications from discriminatory actions
• Unsafe company practices
• Lack of training undermining performance
• Unfair labor practices
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Why Study HRM?
You May Become a
HR Manager
One third of U.S. businesses surveyed appointed
non-HR managers
One half of people working in the U.S., work for small
firms
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Line and Staff Aspects of
HRM
• Recruiting
• Interviewing
• Selecting
• Training
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Line vs. Staff Authority
• Line authority: Gives managers the right to issue
orders to other managers or employees.
• Staff authority: Gives managers the right to
advise other managers or employees.
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Line Managers’
HRM Responsibilities:
Placing the right person in the right job
Employee orientation
Training employees for new jobs
Improving job performance for each employee
Gaining cooperation & developing smooth relationships
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Line Managers’
HRM Responsibilities (cont.):
Interpreting the company’s policies & procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining departmental morale
Protecting employees’ health and physical conditions
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The Human Resources
Department
Compensation
Job analysts
Managers
Recruiters Training Specialists
Labor Relations
EEO Representatives
Specialists
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HRM
Organization Structures
• Corporate HR teams
• Embedded HR teams
• Centers of expertise
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Trends Influencing HRM
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Workforce Diversity Trends
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Technology & Workforce
Trends
Service Jobs
Human Capital
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Globalization & Competition
Trade
Today
$4.7 Trillion
1980
$562 Billion
1960
$47 Billion
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Economic Challenges
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Economic Challenges (cont.)
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Economic & Workforce
Projections
• Unemployment rate
• Slow-growing labor force
• Aging population
• Unbalanced labor force
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Consequences for Today’s HRM
Sustainability & Strategic
HR & Performance
HRM
HR & Employee
HR & HR Competencies
Engagement
HR & Performance
HR & Manager’s Skills
Sustainability
HR & Strategy The HRM Competencies
HR & Manager’s HR
HR & Ethics
Philosophy
HRCI Certification
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HRM Competencies
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Plan of this Book
I. Introduction
II. Staffing: Workforce Planning & Employment
III. Training & HR Development
IV. Compensation & Total Rewards
V. Employee & Labor Relations
VI. Special Issues in HRM
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