Introduction to Human
1 Resource Management
1-1
Learning Objectives
1-1. What Is Human Resource Management?
1-2 . Human Resource Management Processes
1-3 . Why Is Human Resource Management
1
Important to All Managers?
1-4. Line and Staff Aspects of Human Resource
Management
1-5. Line Manager’s HR Management
Responsibilities
1-2
Learning Objectives
1-6. New Approaches To Organizing HR
1-8. The New Human Recourse Manager
1-3
What Is Human Resource
Management?
• The Management Process
o Planning
1
o Organizing
o Staffing
o Leading
o Controlling
1-4
HUMAN RESOURCE MANAGEMENT
• What Is Human Resource Management
(HRM)?
The process of acquiring, training, appraising,
and compensating employees, and of attending
to their labor relations, health and safety, and
fairness concerns.
5
Human Resource Management Processes
Acquisition
Fairness Training
Human Resource
Management
(HRM)
Health and Safety Appraisal
Labor Relations Compensation
6
Why Is Human Resource Management
Important to All Managers?
• To have your people not doing their best
• To hire the wrong person for the job
• To experience high turnover
• To have your company in court due to your discriminatory
1
actions
• To have your company cited for unsafe practices
• To let a lack of training to undermine your department’s
effectiveness
• To commit any unfair labor practices
1-7
Line and Staff Aspects of Human Resource Management
• Authority: The right to make decisions, to direct the work
of others, and to give orders. Managers usually distinguish
between line authority and staff authority.
• Line authority gives you the right to issue orders.
Managers with line authority1 is line managers.
• Staff authority gives you the right to advise others in the
organization. Managers with staff authority is staff
managers.
1-8
Line Manager’s HR Management Responsibilities
• Placing the right person in the right job
• Starting new employees in the organization (orientation)
• Training employees for jobs that are new to them
1
• Improving the job performance of each person
• Gaining creative cooperation and developing smooth
working relationships
• Interpreting the company policies and procedures
1-9
Line Manager’s HR Management Responsibilities
(Cont’d)
• Controlling labor cost
• Developing the abilities of each person
• Creating and maintaining departmental morale
1
• Protecting employees’ health and physical conditions
1-10
New Approaches To Organizing HR
• Reorganizing the HR function of how it is
organized and delivers HR services
o Shared Services (Transactional
1 ) HR
teams
o Corporate HR teams
o Embedded HR teams
o Centers of expertise
1-11
NEW APPROACHES TO ORGANIZING
HR
• The transactional HR group focuses on using
centralized call centers and outsourcing arrangements
with vendors (such as benefits advisor) to provide
specialized support in day-to-day transactional HR
activities (such as changing benefit plan and providing
updated appraisal forms) to the company’s employees.
• The corporate HR group focus on assisting top
management in “top level” big picture issues such as
developing the company’s long-term strategic plan.
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NEW APPROACHES TO ORGANIZING
HR (CONT’D)
• The embedded HR unit assign HR generalists (also
known as relationship managers or HR business
partners”) directly to departments like sales and
production, to provide the localized human resource
management assistance the departments need.
• The centers of expertise are like specialized HR
consulting firms within the company- for instance,
providing specialized assistance in areas such as
organizational change.
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THE NEW HUMAN RECOURSE MANAGER
• Leadership & Navigation: The ability to direct and con
tribute to initiatives and process within the organization.
• Ethical practice: The ability to integrate core values,
integrity, and accountability throughout all organizational
and business practices.
• Business Acumen: The ability to understand and apply
information with which to contribute the organization’s
strategic plan.
• Relationship Management: The ability to manage
interactions to provide service and support the
organization.
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THE NEW HUMAN RECOURSE MANAGER
(CONT’D)
• Consultation: The ability to provide guidance to
organizational stakeholders.
• Critical Evaluation: The ability to interpret information
with which to make business decisions and
recommendations.
• Global & Cultural Effectiveness: The ability to value
and consider the perspective and backgrounds of all
parties.
• Communication: The ability to effectively exchange
information with stakeholders.
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