Managing Human Resources Today

Chapter 1

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What is human resource management?

The basics of HRM are the following:

Acquiring, training, appraising, and
compensating employees

Attending to labor relations, health and safety,

and fairness concerns

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 HRM Techniques and Concepts

Conducting job analyses

Planning labor needs and recruiting job

candidates

Selecting job candidates

Orientating and training new employees

Appraising employee performance

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HRM Techniques and Concepts, cont.

Managing wages and salaries

Providing incentives and benefits

Communicating (interviewing, counseling,

disciplining)

Training and developing managers

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HRM Techniques and Concepts, cont.

Building employee commitment

Being informed about equal opportunity and

affirmative action

Complying to ensure employee health and

safety

Handing grievances and labor relations

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 HRM line vs. staff authority

What is authority?
Line managers are authorized to give orders

Staff managers are authorized to assist and

advise line managers in accomplishing goals

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 Line staff HR cooperation

Line staff and HR

usually share
responsibilities

Supervisors spend
much of their time on
HR/personnel-type
tasks

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 Employee Advocacy
HR must take responsibility for:
Clearly defining how management should be
treating employees.
Making sure employees have the mechanisms
required to contest unfair practices.
Represent the interests of employees within
the framework of its primary obligation to
senior management.

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 Organizing the HR Department

Providing specialized assistance is what the

HR department is all about
Typical HR positions include:
Compensation and benefits manager
Employment and recruiting supervisor
Training specialist
Employee relations executive

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 Competitive trends affecting HRM

Globalization and competition

Outsourcing and technological advances

The nature of the work

Service jobs

Human capital

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 The New HR Manager (contd)
The Need to Know Your Employment
Law
Equal employment laws
Occupational safety and health laws
Labor laws

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 The changing role of HR

Effective HRM selection, training, pay and

employee fairness practices are crucial to
capitalizing on technology and remaining
competitive

HR departments must move away from a

housekeeping focus to strategic maneuvering
HRM must evolve to remain dynamic

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 HR and Technology
Benefits of technological applications for HR
Intranet-based employee portals through which
employees can self-service HR transactions.
The availability of centralized call centers staffed with
HR specialists.
Increased efficiency of HR operations.
The development of data warehouses of HR-related
information.
The ability to outsource HR activities to specialist
service providers.
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