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HRM Chapter 1-1

The document provides an overview of Human Resource Management (HRM), emphasizing its role in attracting, hiring, training, and retaining employees to achieve organizational goals. It highlights the dynamic environment of HRM, including cultural diversity, technological changes, and labor supply challenges. Key functions of HRM such as staffing, training, and employee relations are discussed, along with the importance of continuous improvement and work-life balance for today's workforce.

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faizanbaber689
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3 views21 pages

HRM Chapter 1-1

The document provides an overview of Human Resource Management (HRM), emphasizing its role in attracting, hiring, training, and retaining employees to achieve organizational goals. It highlights the dynamic environment of HRM, including cultural diversity, technological changes, and labor supply challenges. Key functions of HRM such as staffing, training, and employee relations are discussed, along with the importance of continuous improvement and work-life balance for today's workforce.

Uploaded by

faizanbaber689
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Human

Resource
Management

Dr. Iram Bashir


Resources
Fundaments of
Human Resource
Management by
David A. Decenzo
& Stephen P.
Robbins
Management Defined
Management
The process of working with people and resources
to accomplish organizational goals efficiently and
effectively.

Copyright Sarah Bentham/AP Images


What do you need when you start a business?

Human Resources

Financial Resources

Physical Resources

Information Resources.
Financial Resources
Human resources
Physical Resources
Information Resources

Planning
Manageme Organizing
nt Leading
Controlling

Desired
Organizational
Objectives
1–5
Chapter 1
The Dynamic Environment of HRM

Fundamentals of Human Resource Management, 10/e,


DeCenzo/Robbins
You can design
and create and
build the most
wonderful place
in the world.
But it takes
people to make
the dream a
reality- Walt
Disney
Introduction

HRM is a subset of management, that focuses on


how to attract, hire, train, motivate, and maintain
employees!
attract
employees

retain hire
Goals employees
employees
of
HRM

motivate train
employees employees

Strong Employees = Competitive Advantage


Staffing

Maintenanc
e T&D

Motivation

HUMAN RESOURCE MANAGEMENT


9
HRM FUNCTIONS

• Training and
• Staffing Development

•
• Strategic HRP Orientation
• Recruitment •T&D
• Selection • Career
Development

• Safety &
• Performance
health appraisals
• Rewards and
Communicatio
n compensation
• Employee
• Employee benefits
relations
• Maintenance •
Motivation
The dynamic
environment of
HRM
Fundamentals of Human Resource Management, 10/e,
DeCenzo/Robbins
The dynamic environment of
HRM
1) Understanding Cultural
Environments
2) The Changing World of
Technology
3) Workforce Diversity
4) Labour Supply
5) Employee Involvement
6) Other challenges
Fundamentals of Human Resource Management, 10/e,
DeCenzo/Robbins
HRM operates in a

The technologically changing


environment.

Changi
ng
- Knowledge workers,
World Individuals whose jobs are
designed around the
of acquisition and application of
information.
Technol
ogy - Information technologists,
people who need knowledge of
computers, technology, databases
etc. to work e.g., computer
programmers, software engineers
etc.
•HRM information systems
The •A HRIS is a software that
provides a centralized
Changin repository of employee master
data that the HRM group
g World needs for completing core HR
processes.
of •It helps to

Technol • facilitate HR plans


• make decisions faster
ogy • clearly define jobs
• evaluate performance
• provide desirable, cost-effective benefits
Workforce Diversity- means similarities
and differences among employees in
terms of age, cultural background,
physical abilities, disabilities, race,
religion, gender etc.
HRM has moved from the melting
pot assumption to celebrating
workforce diversity.
Today’s workers want a healthy
work/life balance (The division of one's
time and focus between working and
family or leisure activities).
 First, the world never sleeps
 Secondly, employees can work any
time, from almost anywhere
 Thirdly, work more than 40 hours per
week
 They are part of a dual-income
household
•#1 reason for leaving
a company:
•lack of work schedule
flexibility
The Labor Supply

•HR managers monitor the labor supply.


• Downsizing. An activity in an
organization aimed at creating greater
efficiency by eliminating certain jobs.
• Outsourcing. Sending work outside
the organization to be done by
individuals not employed full-time
with the organization.
• Rightsizing. Linking employee needs
to organizational strategy.
•For agility, companies build a
contingent workforce of
• part-time workers
• temporary workers
• contract workers
The •to fill peak staffing needs or to
Labor perform work not done by core
Supply employees.
Continuous Improvement Programs

focus
on
customer

concern for
empowerment continuous
of employees Continuous improvement
Improvement
Components

accurate concern for


measurement total quality

HR managers help workers adapt to continuous improvement changes


through retraining, providing answers, and monitoring expectations.
True or False?
1. HRM should assume all countries have the same cultures.
False!
2. Technology and information technology have little impact on HRM.
False!
3. Today’s workforce is composed of diverse groups.
True!
4. Rightsizing is a strategy companies use to balance their labor supply.
True!
5. Continuous improvement programs eliminate change in an organization.
False!

6. HRM is affected by the economy.


True!

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