CHAPTER 1
Human Resource
Management : An
Overview
Presented by
Elvina Wardhani 022001801080
Lulu Qisthina Putri 022001801104
Cindy Ratu Anggia 022001801258
DEFINING HUMAN
RESOURCE
MANAGEMENT
Human Resource Management (HRM) is
the use of individuals to achieve
organizational objectives.
Basically, all managers get things done
through the efforts of others.
FUNCTIONS
STAFFING
Staffing Process of ensuring the organization always
has:
•Required number of employees
•Employees with appropriate skills
•Employees in the right jobs at the right time
STAFFING INVOLVES
job Analysist
• Systematic process of determining skills, duties, and
knowledge required for performing jobs in an
organization
Human Resource Planning
• Matching internal and external supply of people with
anticipated job openings over a specified period of time
• Sets the stage for recruitment and other HR actions
Recruitment & Selection
Attracting individuals to apply for jobs
•Must be timely
•Applicants need appropriate qualifications
•Need sufficient number of applicants Selection:
Choosing individual best suited for a particular position and the
organization 1-11
PERFORMANCE
MANAGEMENT
is a goal-oriented process that is
directed toward ensuring that
organizational processes are in place
to maximaze the productivity of
employees, team, and ultimately, the
organization.
HUMAN RESOURCE
DEVELOPMENT
Training
is designed to provide learners with the
knowledge and skill needed for their present
job.
Development
involves learning that goes beyond today's
job and has long term focus
Organization Development
is planned and sistematic attemps to
change the organization, to a more
behavioral environment.
Career Planning
is an on going process whereby an
individual sets career goal and
indetifies means to achive them
Career Development
is a formal approach used by the
organization to ensure that people
with proper qualificaion and the
experiences
COMPENSATION
Compensation All rewards that individuals receive as a result of their
employment
Financial Compensation Direct: Pay employee receives in form of
wages, salaries, bonuses, or commissions Indirect: Benefits employee
receives
Paid vacations, sick leave, holidays, medical insurance
Nonfinancial Compensation Satisfaction that employees receive from:
– Job itself
– Psychological and/or physical environment
Employee and Labor
Relations
Businesses are required by law to recognize a
union an bargain with it in good faith if the
firm employees want the union represent
them.
Internal employee relations comprise the
HRM acitivites assosiated with the
movement of emplyees within the
organization such as a promotions,
demotion, termination and resignation.
SAFETY AND HEALTH
Protecting employees from injuries caused by
work-related accidents Health: Employees'
freedom from illness and their general physical
and mental well-being
HUMAN RESOURCE
RESEARCH
For instance, a study related to requirement
may suggest the type of worker must likely to
succed in the culture of a particular firm with
other profesional to help them deal with human
resource matters
WHO PERFORMS HUMAN
RESOURCE MANAGEMENT
ACTIVITIES?
Human Resource Management Professional
is an individual who normally acts in at advisory or
staff capacity. Working with other managers to help
them adress human resource matters.
Line Managers
Individuals directly overseeing the accomplishment of the
organization’s primary goals. Involved with human resources
by nature of their jobs.
Human Resource Outsorcing
Process of hiring external HR Professional to do the HR works
that was previously done internally.
Human Resource Shared Service Centers (SSCs)
Takes routine, transaction-based activities that are
dispersed and consolidates them in one location. Provide
an alternative to HR outsourcing
Professional Employer Organization
Company that leases employees to other businesses
Advantages:
– Economies of scale
– Greater job mobility for workers
– PEO can handle compliance requirements of
programs
DYNAMIC
HUMAN
RESOURCE
MANAGEMENT
ENVIRONMENT
1. LEGAL CONSIDERATIONS
• Federal, state, and local legislation
• Court decisions
• Presidential executive orders
2. LABOR MARKET
Potential employees located within certain
geographic area
3. SOCIETY
may also exert pressure on HRM. The public is no
longer content to expect, without, the action of
business. to remind acceptable to general public, a
firm must accomplish its purpose while complying
with societal norms
4. UNIONS
Group of employees who have joined together to
collectively bargain with their employer. Become a third
party when dealing with the company
5. SHAREHOLDERS
is the owners of a corporations. And have invested
money in the firm.
5. COMPETITION
In product or service and labor markets. Firms must
maintain asupply of competent employees.
5. CUSTOMERS
People who actually use firm's goods and service.
Employement practices should not antagonize members
of the market that the firms services. Workfore should be
capable of providing top-quality goods and services
6. HR TECHNOLOGY
Rapid technological changes provide:
Increased sophistication, ability to design more useful
human resource information systems (HRIS)
7. ECONOMY
When economy is booming it is often more difficult to
recruit qualified workers. In economic downturn, more
applicants are typically available.
8. UNANTICIPATED EVENT
Unforeseen occurrences in external environment.
Require a tremendous amount of adjustment with
regard to HRM
CORPORATE CULTURE
System of shared values, beliefs, and
habits within an organization that
interacts with the formal structure to
produce behavioral norms.
Throughout the text, the importance
of various topics related to corporate
culture will be described beginning
with Employer Branding
EMPLOYER BRANDING
Firm’s corporate image or culture
created to attract and retain the type
of employees the firm is seeking
Companies want a brand that will
entice individuals to join and remain
with the firm
