Chapter 1: Introduction to HRM
Human Resource Management (HRM)?
The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, training, appraising, and compensating employees, and of attending to their labor relations, health & safety, and fairness concern.
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.
❖ One aspect of the Management Process (planning, Organizing, Staffing, Leading, & Controlling)
Basic HR Concepts
• HR creates value by ...view middle of the document...
Strategic Integration An attempt to treat all labour management processes – from recruitment and training to remuneration and retrenchment – in a strategic fashion by integrating them with the broader business concerns of the enterprise.
2. Organisational flexibility
3. Commitment, from ‘control’ to ‘commitment’ through changing the organisation’s culture. Mission statement should state these core values. Also only recruiting those prepared to subscribe to these core values.
4. Quality ensuring culture of quality: Quality work, quality workers, quality products and services; Total Quality Management, Quality assurance and zero defects, Internal customers, Empowering workers via team working.
Line and Staff Aspects of HRM
• Authority & Responsibility
➢ The right to make decisions, direct others’ work, and give orders; with responsible actions utilizing such authorities in maximum resulting in benefits for all the parties involved.
• Line Authority; the Line manager
➢ Line authority gives the managers the right to issue orders to other managers or employees.
➢ It creates a ‘superior-subordinate’ relationship.
➢ Thus the line manager is a manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks.
• Staff Authority; the Staff manager
➢ Staff authority gives the managers the right to advise other managers or employees.
➢ It creates an ‘advisory’ relationship.
➢ Thus the staff manager is a manager who assists and advises line managers.
Functions of the HR Manager
• A Line Function
➢ The HR manager directs the activities of the people in his or her own department and in related service areas. While they generally can not wield line authority outside, they hold Implied authority (the authority exerted by an HR manager by virtue of others’ knowledge that he or she has access to top management).
• 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. It plays an employee advocacy role by:
❖ Clearly defining how management should be treating employees.
❖ Making sure employees have the mechanisms required to contest unfair practices.
❖ Represent the interests of employees within the framework of its primary obligation to senior management.
Examples of HR Job Duties
➢ Search for qualified job applicants.
• Equal employment opportunity (EEO) coordinators
➢ Investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports.
• Job analysts
➢ Collect and examine information about jobs...