Слайд 1fundamentals of
Human Resource Management 4th edition
by R.A. Noe, J.R. Hollenbeck,
B. Gerhart, and P.M. Wright
CHAPTER 1
Managing Human Resources
Слайд 2What Do I Need to Know? (1 of 2)
Define human
resource management and explain how HRM contributes to an organization’s
performance.
Identify the responsibilities of human resource departments.
Summarize the types of skills needed for human resource management.
Слайд 3What Do I Need to Know? (2 of 2)
Explain the
role of supervisors in human resource management.
Discuss ethical issues in
human resource management.
Describe typical careers in human resource management.
Слайд 4Human Resource Management (HRM)
The policies, practices, and systems that influence
employees’:
behavior
attitudes
performance
Слайд 5Figure 1.1:
Human Resource Management Practices
Слайд 6At companies with effective HRM:
Employees and customers tend to be
more satisfied.
The companies tend to:
be more innovative
have greater productivity
develop a
more favorable reputation in the community
Слайд 7Human Capital
Human Capital – an organization’s employees described in terms
of their:
training
experience
judgment
intelligence
relationships
insight
The concept of “human resource management” implies that employees
are resources of the employer.
Слайд 8Figure 1.2:
Impact of Human Resource Management
Слайд 9HRM and Sustainable Competitive Advantage
An organization can succeed if it
has sustainable competitive advantage.
Human resources have the necessary qualities to
help give organizations this advantage:
Human resources are valuable.
Human resources with needed skills and and knowledge are sometimes rare.
Human resources cannot be imitated.
Human resources have no good substitutes.
Слайд 10At Southwest Airlines, the company’s focus is on keeping employees
loyal, motivated, trained, and compensated. In turn, there is a
low turnover rate and a high rate of customer satisfaction.
Слайд 11High-Performance Work System
An organization in which technology, organizational structure, people,
and processes all work together to give an organization an
advantage in the competitive environment.
Слайд 12Engaged, Enabled Employees Deliver Bottom-Line Benefits
Слайд 13Table 1.1:
Responsibilities of HR Departments
Слайд 14Responsibilities of HR Departments
One employee dedicated to handle HR related
matters is usually necessary in a company of ____ employees.
10
25
75
200
Слайд 15Analyzing and Designing Jobs
Job Analysis
The process of getting detailed information
about jobs.
Job Design
The process of defining the way work will
be performed and the tasks that a given job requires.
Слайд 16Recruiting and Hiring Employees
Recruitment
The process through which the organization seeks
applicants for potential employment.
Selection
The process by which the organization attempts
to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Слайд 17Qualities of Job Candidates
Which of the following qualities were in
the top 5 as reported by employers?
Technical skills
Intelligence
Interpersonal skills
Computer skills
Слайд 18Table 1.2: Top Qualities Employers Seek in Job Candidates
Слайд 19Training and Developing Employees
Training
A planned effort to enable employees to
learn job-related knowledge, skills, and behavior.
Development
The acquisition of knowledge, skills,
and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Слайд 20Managing Performance
Performance Management – The process of ensuring that employees’
activities and outputs match the organization’s goals.
The human resource department
may be responsible for developing or obtaining questionnaires and other devices for measuring performance.
Слайд 21Planning and Administering Pay
and Benefits
Planning Pay & Benefits
How much to
offer in salary and wages.
How much to offer in bonuses,
commissions, and other performance-related pay.
Which benefits to offer and how much of the cost will be shared by employees.
Administering Pay & Benefits
Systems for keeping track of employees’ earnings and benefits are needed.
Employees need information about their benefits plan.
Extensive record keeping and reporting is needed.
Слайд 22Maintaining Positive Employee Relations
Preparing and distributing:
employee handbooks and policies
company publications
and newsletters
Dealing with and responding to communications from employees:
questions about
benefits and company policy
questions regarding possible discrimination, safety hazards, possible harassment
Collective bargaining and contract administration.
Слайд 23Establishing and Administering
Personnel Policies
Organizations depend on their HR department to
help establish and communicate policies related to:
hiring
discipline
promotions
benefits
All aspects of HRM
require careful and discreet record keeping.
Слайд 24Ensuring Compliance with Labor Laws
Government requirements include:
filing reports and displaying
posters
avoiding unlawful behavior
Managers depend on HR professionals to help them
keep track of these requirements.
Lawsuits that will continue to influence HRM practices concern job security.
Слайд 25One reason W.L. Gore & Associates is repeatedly named one
of the 100 Best Companies to Work for in America
is their unusual corporate culture where all employees are known as associates and bosses are not found.
Слайд 26Supporting the Organization’s Strategy
Human resource planning – identifying the numbers
and types of employees the organization will require to meet
its objectives.
The organization may turn to its HR department for help in managing the change process.
Skilled HR professionals can apply knowledge of human behavior, along with performance management tools, to help the organization manage change constructively.
Слайд 27Supporting the Organization’s Strategy
Evidence-based HR– Collecting and using data to
show that human resource practices have a positive influence on
the company’s bottom line or key stakeholders.
Слайд 28Supporting the Organization’s Strategy
Corporate Social Responsibility
A company’s commitment to meeting
the needs of its stakeholders.
Stakeholders
The parties with an interest in
the company’s success (typically, shareholders, the community, customers, and employees).
Слайд 29Figure 1.3: Skills of HRM Professionals
Слайд 30Who is Responsible for HR?
In an organization, who should be
concerned with human resource management?
Only HR departments
Only Managers
Managers and HR
departments
Слайд 31Figure 1.4:
Supervisors’ Involvement in HRM
Слайд 32Ethics in Human Resource Management
Ethics – the fundamental principles of
right and wrong.
Ethical behavior is behavior that is consistent with
those principles.
Many ethical issues in the workplace involve human resource management.
Слайд 34Ethical companies act according to four principles:
In their relationships with
customers, vendors, and clients, ethical companies emphasize mutual benefits.
Employees assume
responsibility for the actions of the company.
The company has a sense of purpose or vision that employees value and use in their day-to-day work.
They emphasize fairness.
Слайд 35Figure 1.5:
Standards for Identifying Ethical Practices
Слайд 36Standards for Identifying Ethical Human Resource Management Practices
HRM practices must
result in the greatest good for the largest number of
people.
Employment practices must respect basic human rights of privacy, due process, consent, and free speech.
Managers must treat employees and customers equitably and fairly.
Слайд 37Figure 1.6:
Median Salaries for HRM Positions
Слайд 38Test Your Knowledge
Which HR functions are primarily concerned with 1)
ensuring employees are capable of doing their current job ,
2) ensuring that employees are satisfied with their rewards.
1) Development; 2) Employee Relations
1) Training; 2) Legal Compliance
1) Selection; 2) Pay & Benefits
1) Training; 2) Pay & Benefits
Слайд 39Summary
Human resource management (HRM) consists of an organization’s “people practices”
the
policies, practices, and systems that influence employees’ behavior, attitudes, and
performance.
HRM influences who works for the organization and how those people work.
HR departments have responsibility for a variety of functions related to acquiring and managing employees.
Слайд 40Summary (continued)
HR management requires substantial human relations skills, including skill
in:
communicating
negotiating
team development
HR professionals also need:
To understand the language of business
To
be a credible with line managers and executives
To be strategic partners
Слайд 41Summary (continued)
Non-HR managers must be familiar with the basics of
HRM and their own role with regard to managing human
resources.
Supervisors typically have responsibilities related to all the HR functions.
HR professionals should make decisions consistent with sound ethical principles.
Слайд 42Summary (continued)
The decisions of HR professionals should:
Result in the greatest
good for the largest number of people.
Respect basic rights of
privacy, due process, consent, and free speech.
Treat employees and customers equitably and fairly.
Careers in HR management may involve specialized work in fields such as recruiting, training, or compensation