Introduction to Human Resource Management

Introduction to Human Resource Management

Objectives Topic 1: Human Resource Management Fundamentals Explain what HRM is and how it relates to the management process Propose appropriate HRM-related steps required to set up the HR department Topic 2: Key Function Categories of HRM Recommend HRM functions for HR managers to manage their teams Analyze how the HR functions contribute to the success and failure of the working of an organization Topic 3: Role of an HR Manager Emphasis on Performance Metrics

Introduction Basic functions of and HRM Handle benefits Labor relations Compensation Training HRM must balance the needs of the employees with the competitive needs of the company.

Human Resource Management Fundamentals Defining HRM HRM is the process of managing people by selecting, recruiting, training, appraising, developing, and compensating employees and attending to their labor relations, health and safety concerns, and fairness concerns.HR engages in activities that cultivate the employee behaviors an organization needs to achieve its strategic goals.HRM has the authority to advise management and implement change, known as functional control. HR functions are managed through the HR director and HR department. HR functions are also performed by line supervisors, who assign, direct, and appraise the work of other employees.

Role of an HR All line managers need HR expertise, policies, processes, and systems so that an organization can consistently follow laws and effectively compete with other businesses.HR plays an important role in providing this expertise and performing other key functions such as employee relations maintenance, employee development, and organizational staffing and design. To perform these functions, and HR needs to be guided by the organization's strategic plan and goals along with the direction that management has set for organization to achieve its goals.

Setting Up An HR Department Number and Geographical Disbursement of employees How large is the organization? In how many location does the organization have employees? Complexity of the organization Is this a one-of-a-kind organization? Are there other companies that have successfully managed similar functions? Types of employee skillsHow specialized are the skills and competencies that will be needed for the mission-critical positions in the organization?Union Involvement How does union involvement change relationships between management and employeesCountries the organization is cooperating inIn the various countries where the organization is represented, which different laws govern HR policiesNature of WorkIs the work hazardous?Does it have any unusual job requirements?

Management Needs In Setting Up an Hr Department Determine what role HR and other managers will play in the give basic management functions Organizing Planning Staffing Leading Controlling Ensure that the HR department has necessary things in place to carry out functions Expertise Policies Procedures Systems Ensure that HR is properly staffed to provide the support and coordination of all HR functions throughout the organization

Key Function Categories of HRM In small organizations, line managers usually carry out all personnel-related duties without any assistance. As organizations grow, line managers require assistance, specialized knowledge and expertise of HR staff. The HR department provides this specialized assistance..The key functions of HRM can be categorized into Coordination functions Line functions Staff functions

Line Functions Line managers direct the activities people in their own departments and in related service areas perform. These HR functions carried out by line managers are known as line functions. Line managers' HRM responsibilities:- Placing the right person on the right job - Orienting new employees- Training employees for jobs new to them- Improving the job performance of each person- Gaining creative cooperation and developing smooth working relationships- Interpreting the organization's policies and procedures- Controlling labor costs-Developing the abilities of each person- Creating and maintaining department moral- Protecting employees' health Coordinate Functions Assisting and advising line managers is at the core of the HR manager's job. HR managers coordinate personnel activities, a duty referred to as functional control. Here, the HR manager and department act as the "right arm" of the executive and make sure that line managers implement all of the organization's HR objectives, policies, and procedures. HR managers must coordinate the activities of HR specialists in varied areas such as benefits, compensation, and training. The Hiring Process Line managers specify the qualifications employees need to fill specific positions The HR staff contact sources of qualified applicants and conduct initial screening interviews HR staff administers appropriate tests and coordinates this activity with the line managers by referring best applicants to line managers who interview and select the suitable applicants they want After selection is made, HR handles the hiring process

Staff Functions Line managers must have extensive knowledge of each technical job that each employee performs. However, the usually have limited knowledge of the actual management process. An engineer who excels in the design of new products may receive a promotion and become a manager. This line manager can help each staff member with software issues, brainstorming, and critiquing quality of work.. The line manager has never had any training in activities like evaluating performance, determining salaries, and administering benefits. This is why HR managers are essential to the operation of the organization.

HR Staff Roles Talent managersDefine what competencies are need and search for qualified job applicantsEqual employment opportunity (EEO) coordinators Investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reportsJob analysisCollect and examine information about jobs to prepare job descriptionsChange agentsWork with managers and staff to lead to change change initiatives and development activities to assist staff through major changes

ClassifiersSpecialize in conducing job analysis and classifying jobs according to various systemsCompensation ManagersDevelop compensation plans and handle the employee benefits programTraining SpecialistsPlan, organize, and direct all training activitiesLabor Relation SpecialistsAdvise management on all aspects of union-management relationsLearning OfficersDrive change and work so that employees want to learn on the job and grow instead of waiting to be trained

Role of An HR Manager The underlying goal of a company's HR department is to effectively evaluate performance. CEO's and managers need to know where the employee performance falls in terms of company cost. You need to show the company that your department is encourage positive growth through its policies or revising their approach as needed. Metrics Management expects HR to provide data and metrics for its current efficiency and effectiveness, and for the expected efficiency and efficiency of new or proposed HR programs. Management wants proof that HR is contributing in a meaningful and positive way to achieve the organization's strategic goals.

Emphasis on Performance CEO's of most organizations understand that for successful results, employees need to be highly productive and engaged in their work. This means that all managers in an organization must consistently following effective and fair HR policies. The direct supervisors of employees must be held accountable for employee performance. Managers goals depend on the results achieved by those who report directly to them.