More Related Content
Similar to Human Resource Management.ppt (20)
Recently uploaded (20)
Human Resource Management.ppt
- 1. PowerPoint Presentation by Charlie Cook The University of West Alabama 1 Human Resource Management ELEVENTH EDITION G A R Y D E S S L E R Introduction to Human Resource Management Chapter 1
- 2. 12 The Management Process Planning Organizing Leading Staffing Controlling
- 3. 13 Human Resource Management at Work What Is Human Resource Management (HRM)? The policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
- 4. 14 Human Resource Management at Work Acquisition Training Appraisal Compensating Labor Relations Health and Safety Fairness Human Resource Management (HRM)
- 5. 15 Personnel Aspects of a Managers 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
- 6. 16 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 company in court because of discriminatory actions Have your company cited by OSHA 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 departments effectiveness Commit any unfair labor practices
- 7. 17 Basic HR Concepts The bottom line of managing: Getting results HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.
- 8. 18 Line and Staff Aspects of HRM Line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Staff manager A manager who assists and advises line managers.
- 9. 19 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 firms 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
- 10. 110 Human Resource Managers Duties Functions of HR Managers Line Function Line Authority Implied Authority Staff Functions Staff Authority Innovator Employee Advocacy Coordinative Function Functional Authority
- 11. 111 Human Resource Specialties Recruiters EEO Coordinators Labor Relations Specialists Training Specialists Job Analysts Compensation Managers Human Resource Specialties
- 12. 112 FIGURE 11 HR Organization Chart for a Large Organization
- 13. 113 FIGURE 12 HR Organizational Chart (Small Company)
- 14. 114 The Changing Environment of Human Resource Management Globalization Trends Technological Trends Trends in the Nature of Work Workforce Demographic Trends Changes and Trends in Human Resource Management
- 15. 115 FIGURE 14 Employment Exodus: Projected Loss of Jobs and Wages
- 16. 116 The Changing Role of Human Resource Management New Responsibilities for HR Managers Measuring the HRM Teams Performance Managing with the HR Scorecard Process Creating High- Performance Work Systems Strategic Human Resource Management
- 17. 117 TABLE 11 Technological Applications for HR Application Service Providers (ASPs) and technology outsourcing Web portals PCs and high-speed access Streaming desktop video The mobile Web and wireless net access E-procurement Internet- and network-monitoring software Bluetooth Electronic signatures Electronic bill presentment and payment Data warehouses and computerized analytical programs
- 18. 118 High-Performance Work System Practices Employment security Selective hiring Extensive training Self-managed teams/decentralized decision making Reduced status distinctions Information sharing Contingent (pay-for-performance) rewards Transformational leadership Measurement of management practices Emphasis on high-quality work
- 19. 119 Benefits of a High-Performance Work System (HPWS) Generate more job applicants Screen candidates more effectively Provide more and better training Link pay more explicitly to performance Provide a safer work environment Produce more qualified applicants per position Hiring based on validated selection tests Provide more hours of training for new employees Conduct more performance appraisals
- 20. 120 Measuring HRs Contribution The HR Scorecard Shows the quantitative standards, or metrics the firm uses to measure HR activities. Measures the employee behaviors resulting from these activities. Measures the strategically relevant organizational outcomes of those employee behaviors.
- 21. 121 The Human Resource Managers Proficiencies New Proficiencies HR proficiencies Business proficiencies Leadership proficiencies Learning proficiencies
- 22. 122 FIGURE 16 Effects CFOs Believe Human Capital Has on Business Outcomes
- 23. 123 HR Certification HR is becoming more professionalized. Society for Human Resource Management (SHRM) SHRMs Human Resource Certification Institute (HRCI) SPHR (senior professional in HR) certificate PHR (professional in HR) certificate
- 24. 124 The Human Resource Managers Proficiencies (contd) Managing within the Law Equal employment laws Occupational safety and health laws Labor laws Managing Ethics Ethical lapses Sarbanes-Oxley in 2003
- 25. 125 The Plan of This Book: Basic Themes HRM is the responsibility of every manager. HR managers must defend their plans and contributions in measurable terms. All personnel actions and decisions have strategic implications. All managers rely on information technology. Virtually every personnel decision has legal implications.