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Introduction to HRM.ppt

People Management, or Human Resource Management (HRM), focuses on designing systems to effectively utilize human talent to achieve organizational goals. HRM encompasses various activities such as recruiting, training, and employee retention, and can be viewed from two perspectives: as a separate department or as a role for all managers. The desired outcomes of HRM include improved job performance, employee satisfaction, and overall company performance.

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Shafayat Hossain
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3 views

Introduction to HRM.ppt

People Management, or Human Resource Management (HRM), focuses on designing systems to effectively utilize human talent to achieve organizational goals. HRM encompasses various activities such as recruiting, training, and employee retention, and can be viewed from two perspectives: as a separate department or as a role for all managers. The desired outcomes of HRM include improved job performance, employee satisfaction, and overall company performance.

Uploaded by

Shafayat Hossain
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Introduction to People

Management/Human
Resource Management
(HRM)

1-1
What Is People Management/HRM?

⦿HRM is designing management


systems to ensure that human talent
is used effectively and efficiently to
accomplish organizational goals.

1-2
Objectives of HRM

The primary objective of HRM is to ensure the


availability of competent and willing workforce for
an organization to attain organization’s goal.
Specifically, HRM is activities, policies and practices
to

obtain the required employees.


develop the employees.
utilize, maintain and retain the employees
to accomplish organizational objectives
1-3
Evolution of People Management

Organizational Science/Human Resources


Movement:
Concern for People and Productivity

Human Relations Movement: Concern for People

Scientific Management: Concern for Production

The Craft System

1-4
Importance of People Management

2 Views of People Management


View #1 –
HRM is a Separate Department

•One of the major organizational


subsystems

•A “Staff” perspective
Staff perspective

•Staff Authority: Staff authority gives the manager the


right (authority) to advise and assist other managers
or employees.

•Staff Manager: A manager who assists and advises


line managers.

•It creates an advisory relationship.


1-7
Why a Separate Department is Useful

• 1) Importance of Human Resources


• Competitive Advantage
• 2) Increasing Complexity
• Global workforce
• 3) External Influences
• Legal Requirements
• 4) Consistency in Treatment
Specific HRM activities
• Human Resource Planning
• Analyzing Jobs
• Recruiting
• Selecting
• Appraising
• Training
• Developing
• Compensating
• Benefits
• Work Environment
• Compliance with law
• Change Management
• Conflict Management
• Career Management
View #2 -- Every Supervisor or Manager is a HR
Manager

•Anyone who deals with subordinates


plays a HRM role

•The “Line” perspective


Line perspective
Line Authority: Line authority gives the manger the
right to direct the work of subordinates and is
responsible for accomplishing the organization’s tasks.

Line manager: A manager who is authorized to direct


the work of subordinates and is responsible for
accomplishing the organization’s tasks.

1-11
Tasks Completed by Line Managers

⦿ Interview job applicants


⦿ Provide orientation, coaching, and on-the-job
training
⦿ Provide and communicate job performance
ratings
⦿ Recommend salary increases
⦿ Carry out disciplinary procedures
⦿ Investigate accidents
⦿ Settle grievance issues
Desired Outcomes of HRM

•Attraction
•Retention
•Job Performance
•Productivity
•Employee Safety and Health
•Attendance
•Job Satisfaction
•Competitive Advantage
•Company Performance
Duties of the HR Manager
•A line function
The HR manager directs the activities of the people in his or her own department .

•A coordinative function
HR managers also coordinate personnel activities, a duty often referred
to as functional control.

•Staff (assist and advise) functions


•Assisting and advising line managers is the heart of the HR manager’s job.

1-14
Cooperative Line and Staff HR Management

1. The line manager’s responsibility is to specify the


qualifications employees need to fill specific
positions.
2. HR staff then develops sources of qualified
applicants and conduct initial screening
interviews
3. HR administers the appropriate tests and refers
the best applicants to the supervisor (line
manager), who interviews and selects the ones
he or she wants.
1-15

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