HRM

Introduction to HRM
 We Are In A New Era
Partnering Era
HRM
CRM
Marketing Era

Sales Era

Production Era
HRM is Not New
 1800s – Industrial Revolution. Welfare offices,
welfare secretaries (to manage factory
washrooms, and safety)
 By 1900, Personnel management had begun
through setting up the first hiring offices,
training programs, and factory schools
 By 1970s, HRM concept is emerged to enable
employers must excel at managing
employees’ knowledge, skills, and expertise
(human capital)
Evolution of HR
Strategic partner

Business partner
Business function
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
 HRIS (Human Resource Information System) is a
software solution for small to mid-sized
businesses to help automate and manage their
HR, payroll, management and accounting
activities through a system which can be
accessed from anywhere, round the clock
 Organization Model
Strategic
Direction

Organizational People
Competence Competence
Recruitment
Performance Mgnt
T&D
Comp. & Ben. Employee Talent Dev.
Engagement
 Company
HRM Roles Strategic
Goals

HR policies and
practices should Employee Competencies
and Behaviors Required
produce the for Company to Achieve
employee skills and These Strategic Goals
behaviors that the
company needs to
achieve its strategic T&D

aims.
Recruit Com
ment & Ben

HR Policies and Practices

Required to Produce Employee PM
Competencies and Behaviors
HRM Roles
 Employee recruitment, onboarding and retention
 Talent and workforce management
 Job role assignment
 Compensation & benefits (policies, plans, schemes)
 Performance management
 Labor law compliance
 Succession planning
 Employee engagement and recognition
 Develop employees’ knowledge, skills, and expertise
(human capital)
 Set career development planning
 Set competencies framework
 Corporate social responsibility
Why Is HRM Important to Org.?
 Avoid personnel mistakes
 Improving profits and performance
 Employee engagement & Satisfaction
 Maintaining compliance
 Managing disputes
 Developing public relations
 HR Manager Competencies
Here are the behaviors or competencies SHRM says today’s
HR manager should be able to exhibit:
 Leadership & Navigation: The ability to direct and
contribute to initiatives and processes 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 to the Organization’s
strategic plan
 Relationship Management: The ability to manage
interactions to provide service and to support the
organization
SHRM = Society for Human Resource Management
HR Manager Competencies
 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 perspectives and backgrounds of all
parties.
 Communication: The ability to effectively exchange
information with stakeholders.