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WHAT IS HUMAN RESOURCE

MANAGEMENT?
Human resource (HR) management
refers to the practices and policies you
need to carry out the personnel aspects
of your management job, specifically,
acquiring, training, appraising,
rewarding, and providing a safe and fair
environment for your company’s
employees
 HRM - a model of personnel management that
focuses on the individual rather than taking a
collective approach.
 Responsibility for human resource management is
often devolved to line management
 Personnel Management - the part of management
that is concerned with people and their relationships
at work. Personnel management is the responsibility
of all those who manage people, as well as a
description of the work of specialists.
 Personnel managers advise on,
formulate, and implement personnel
policies such as recruitment, conditions
of employment, performance appraisal,
training, industrial relations, and health
and safety.
HUMAN RESOURCE
MANAGEMENT
 Conducting job analysis
 Planning labor needs and recruiting
job candidates
 Selecting job candidates
 Orienting and training new
employees
 Managing wages and salaries
 Providing incentives and benefits
 Appraising performance
 Training and developing
 Building employee commitment
Why Is HR Management Important to
All Managers
 Hiring the wrong person for the job
 Experiencing high turnover
 Finding employees not doing their best
 Having your company taken to court
because of your discriminatory actions
Line Versus Staff Authority
 Authority is the right to make
decisions, to direct the work of
others, and to give orders
Line Versus Staff Authority
 Line managers  Staff managers
are authorized to assist and advise
direct the work of line managers in
subordinates accomplishing these
 in charge of goals
accomplishing the  HR managers are
organization’s basic generally staff
goals managers
Line Managers’ H R
Responsibilities
 Placing the right person in the right job
 Starting new employees in the organization
 Training employees for jobs that are new to
them
 Interpreting the company’s policies and
procedures
 Controlling labor costs
 Protecting employees’ health and physical
conditions
Human Resource Manager’s duties
 Line function – directs activities of the
people in his/her own department
 Coordinator – coordinate personnel
activities , implement policies, practices
 Staff function – assist and advice line
managers- training, recruiting, etc..
HR’s Changing Environment
 Globalization
 Nature of Work
 outsourcing
 Growing emphasis on “knowledge
workers” and human capital.
 Human capital – knowledge, education,
skills and expertise of a firm's workers
 Workforce demographics are
becoming more diverse as women,
minority-group members, and older
workers enter the workforce
 Baby boomers – 1946 – 60
Strategic HR management

 The central challenge facing HR is to provide


a set of services that make sense in terms of
the company’s strategy
 SHRM – means formulating and executing
human resource policies and practices that
produce the employee competencies and
behaviors the company needs to achieve its
strategic aims
HR and competitive
advantage
 Competitive advantage means “any
factors that allow an organization to
differentiate its product or service from
those of its competitors to increase
market share”

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