Copyright © 2011 Pearson Education, Inc.

publishing as Prentice Hall 1–1

Human Resource Management at Work
• 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.
• Organization
 People with formally assigned roles who work together to
achieve the organization’s goals.
• Manager
 The person responsible for accomplishing the organization’s
goals, and who does so by managing the efforts of the
organization’s people.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–2

 The Management Process

Planning

Controlling Organizing

Leading Staffing

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–3

 Human Resource Management Processes

Acquisition

Fairness Training

Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensation

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–4

Personnel Aspects of a Manager’s Job
• Conducting job analyses
• 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
• Communicating
• Training and developing managers
• Building employee commitment

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–5

Personnel Mistakes
• Hire the wrong person for the job
• Experience high turnover
• Have your people not doing their best
• Waste time with useless interviews
• Have your firm in court because of discriminatory actions
• Have your firm cited for unsafe practices
• Have some employees think their salaries are unfair and
inequitable relative to others in the organization
• Allow a lack of training to undermine your department’s
effectiveness
• Commit any unfair labor practices

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–6

Basic HR Concepts
• The bottom line of managing:
Getting results
• HR creates value by engaging in activities
that produce the employee behaviors that
the organization needs to achieve its
strategic goals.
• Looking ahead: Using evidence-based
HRM to measure the value of HR activities
in achieving those goals.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–7

Line and Staff Aspects of HRM
• Line Manager
 Is authorized (has line authority)
to direct the work of subordinates
and is responsible for
accomplishing the organization’s
tasks.
• Staff Manager
 Assists and advises line
managers.
 Has functional authority to
coordinate personnel activities
and enforce organization policies.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–8

Line Managers’ HRM Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth
working relationships
6. Interpreting the firm’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–9

 Human Resource Managers’ Duties

Functions of
HR Managers

Line Function Coordinative Staff Functions

Line Authority Function Staff Authority
Implied Authority Functional Authority Innovator/Advocacy

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–10

 FIGURE 1–1 Human Resources Organization Chart for a Large Organization

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–11

 Human Resource Specialties

Recruiter

Labor relations
specialist IR specialist
Human
Resource
Specialties
Training specialist Job analyst

Compensation
manager

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–12

 Trends Shaping Human Resource
Management
Globalization
and Competition
Trends

Trends in the Trends in HR Technological

Nature of Work Management Trends

Economic Workforce and

Challenges and Demographic
Trends Trends

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–13

 FIGURE 1–4 Trends Shaping Human Resource Management

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–14

 Important Trends in HRM

The New HR
Managers

Strategic High-Performance
HRM Human Work Systems
Resource
Management
Evidence-Based Trends Managing
HRM Ethics

HR
Certification

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–15

 TABLE 1–2 Some Technological Applications to Support HR

Technology How Used by HR

Application service providers ASPs provide software application, for instance, for processing
(ASPs) and technology employment applications. The ASPs host and manage the services
outsourcing for the employer from their own remote computers

Web portals Employers use these, for instance, to enable employees to sign up
for and manage their own benefits packages and to update their
personal information

Streaming desktop video Used, for instance, to facilitate distance learning and training or to
provide corporate information to employees quickly and
inexpensively

Internet- and network- Used to track employees’ Internet and e-mail activities or to monitor
monitoring software their performance

Electronic signatures Legally valid e-signatures that employers use to more expeditiously
obtain signatures for applications and record keeping

Electronic bill presentment Used, for instance, to eliminate paper checks and to facilitate
and payment payments to employees and suppliers

Data warehouses and Help HR managers monitor their HR systems. For example, they
computerized analytical make it easier to assess things like cost per hire, and to compare
programs current employees’ skills with the firm’s projected strategic needs

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–16

High-Performance Work Systems
• Increase productivity and performance by:
 Recruiting, screening and hiring more effectively
 Providing more and better training
 Paying higher wages
 Providing a safer work environment
 Linking pay to performance

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–17

 Evidence-Based HRM

Providing Evidence for

HRM Decision Making

Actual Existing Research

measurements data studies

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–18

Managing Ethics
• Ethics
 Standards that someone uses to decide
what his or her conduct should be
• HRM-related Ethical Issues
 Workplace safety
 Security of employee records
 Employee theft
 Affirmative action
 Comparable work
 Employee privacy rights

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–19

HR Certification
• HR is becoming more professionalized.
• Society for Human Resource Management (SHRM)
 SHRM’s Human Resource Certification Institute (HRCI)
 SPHR (Senior Professional in HR) certificate
 GPHR (Global Professional in HR) certificate
 PHR (Professional in HR) certificate

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–20

Conclusion

• HRM is the responsibility of every manager.

• The workforce is becoming increasingly diverse.
• Current economic challenges require that HR managers
develop new and better skills to effectively and efficiently
deliver and manage HR services.
• The intensely competitive nature of business today
means human resource managers must defend their
plans and contributions in measurable terms.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–21