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Human Resource Management Reviewer BY avri105 Chapter 1: Introduction to Human Resource Management 1980’S Growing impact of globalization and technology; human capital; emergency of the knowledge/service economy Personnel, Human Resources 2000’S Modern organizations, organization effectiveness, strategic HR planning Human Resource Management Personnel Management Approach Manpower centered Pragmatic Job oriented Human Resource Management Approach Resource centered Strategic Staff oriented HRM is a term for what historically was referred as personnel administration or personnel management.

In todays arena, HR managers are sometimes called “people managers” and employees are refereed as “our associates”. The Management Process Planning Organizing Staffing Leading Controlling The evolution of HRM Decade Major Business Ideas Common HR titles pre- Small business and worker’s guilds No “HR” people 1900’S Large-scale enterprise growth Labor relations, personnel 1920’S Depression, first labor legislation Industrial relations, personnel 1940’S WW II, growth of large diversified enterprises Personnel administration 1960’S Civil rights and compliance Personnel Management Process

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Planning – Establishing goals and standards; developing rules and procedures; developing plans and forecasting. Organizing. Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates. Staffing.

Determining what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees. Leading. Getting others to get the Job done; maintaining morale; otivating subordinates. Controlling. Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed.

Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. Human Resource Management can be defined as the implementation of the strategies, plans and programs required to attract, motivate, develop, reward and retain the best people to meet the organizational goals and perational objectives of the organization.

HRM Functions: Conducting Job analyses (determining the nature of each employee’s Job) Planning labor needs and recruiting Job candidates Selecting Job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment Building loyalty HRM is Important to all Managers.

The wrong person, High turnover(**) **(turnover rate; number of replacement * 100 verage number of employee Low effectiveness and efficiencies Useless interviews Poor training Unfair labor practices ** In order to decrease turnover rate; Better advancement opportunltles More training Flexible schedules improved benefits Greater employee involvement in operations Recognition programs Good communication of rules and regulations Resolving employee complaints Human Resources are the people in the organization Human Resource Management is a series of activities and decisions carried out by all line managers that help employees get the Job done and achieve their objectives Human Resource Department consist of specially trained professionals who help managers carry out human resource management responsinsibilities. Line and Staff Aspects of HRM Authority is the right to make decisions, to direct the work of others, and to give orders Line Managers are authorized to direct the work of subordinates. They are always someone’s boss. In general they are in charge of accomplishing of the group’s goals Staff Managers are authorized to assist and advise line managers in their goals. They aid line managers in areas like recruiting, hiring and compensation

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