ch01.pptHuman Resource Management, in an organization,

According to Scott, Clothier and Spriegal, ―The objectives of
Human Resource Management, in an organization, is to obtain maximum individual development, desirable working relationships between employers and employees and employees and employees, and to affect the moulding of human resources as contrasted with physical resources‖.
The basic objective of human resource management is to contribute to the realisation of the organizational goals. However, the specific objectives of human resource management are as follows :
(i) To ensure effective utilisation of human resources, all other organizational
resources will be efficiently utilised by the human resources.
(ii) To establish and maintain an adequate organizational structure of relationship among all the members of an organization by dividing of organization tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organization.
(iii) To generate maximum development of human resources within the organization by offering opportunities for advancement to employees through training and education.
(iv) To ensure respect for human beings by providing various services and welfare facilities to the personnel.
(v) To ensure reconciliation of individual/group goals with those of the organization in such a manner that the personnel feel a sense of commitment and loyalty towards it.
(vi) To identify and satisfy the needs of individuals by offering various monetary and non-monetary rewards.
In order to achieve the above objectives, human resource management undertakes the following activities :
(i) Human Resource Planning, i.e., determining the number and kinds of personnel required to fill various positions in the organization.
(ii) Recruitment, selection and placement of personnel, i.e., employment function.
(iii) Training and development of employees for their efficient performance and growth.
(iv) Appraisal of performance of employees and taking corrective steps such as transfer from one job to another.
(v) Motivation of workforce by providing financial incentives and avenues of promotion.
(vi) Remuneration of employees. The employees must be given sufficient wages and fringe benefits to achieve higher standard of living and to motivate them to show higher productivity.

(vii) Social security and welfare of employees.
Q.4 Discuss the functions of human Resource Management with relevant examples?.
The main functions of human resource management are classified into two categories: (a) Managerial Functions and (b) Operative Functions
(a) Managerial Functions
Following are the managerial functions of Human Resources Management.
1. Planning : The planning function of human resource department pertains to the steps taken in determining in advance personnel requirements, personnel programmes, policies etc. After determining how many and what type of people are required, a personnel manager has to devis

1. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Chapter 1
HRM in a Changing
Environment

2. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Introduction
Strong employees = competitive advantage.
HRMis a subset of management. It has five main
goals:
Goals
of
HRM
hire
employees
attract
employees
retain
employees
motivate
employees
train
employees

3. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
HRM helps employees understand other countries’
political and economic conditions.
Understanding Cultural Environments
Countries have different
values
morals
customs
political, economic, and legal systems
HRMoperates in a global business environment.

4. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Understanding Cultural Environments
TOP 10 LEAST-FREE COUNTRIES
1. North Korea
2. Zimbabwe
3. Cuba
4. Burma
5. Eritrea
6. Venezuela
7. Dem. Rep. of Congo
8. Comoros
9. Libya
10. Sao Tome & Principe
The Heritage Foundation’s Index of Economic Freedomrates
183 countries on openness to trade, business, investment, and
property rights. The U.S. was #6 in 2009. North Korea is the
most repressed.
2009Country Rankings, seewww.heritage.org/index/Ranking.aspx
TOP 10 FREE COUNTRIES
1. Hong Kong
2. Singapore
3. Australia
4. Ireland
5. New Zealand
6. United States
7. Canada
8. Denmark
9. Switzerland
10. United Kingdom

5. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The Changing World of Technology
HRMoperates in a technologically changing
environment.
Thomas Friedman:
Globalization 1.0
(1492-1800)
Driven by transportation
Globalization 2.0
(1800 -2000)
Driven by communication
Globalization 3.0
(2000 -????)
Driven by technology
3.0 fueled by instant communication and the Internet.
Globalization 2.0
(1800 -2000)
Driven by communication
Globalization 3.0
(2000 -????)
Driven by technology
Globalization 1.0
(1492-1800)
Driven by transportation
Globalization 2.0
(1800 -2000)
Driven by communication
Globalization 3.0
(2000 -????)
Driven by technology
Globalization 1.0
(1492-1800)
Driven by transportation
Globalization 2.0
(1800 -2000)
Driven by communication
Globalization 3.0
(2000 -????)
Driven by technology
Globalization 1.0
(1492-1800)
Driven by transportation
Globalization 2.0
(1800 -2000)
Driven by communication

6. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
1.Learning as a Way of Beingby Peter B. Vaill
2.Thinking for a Living: How to Get Better Performance and
Results from Knowledge Workersby Thomas H. Davenport
3.Information Anxiety 2by Richard S. Wurman
The Changing World of Technology
The IT field is growing.
Knowledge workers focus on the acquisition and
application of information for decision making.
Some books for aspiring knowledge workers:

7. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The Changing World of Technology
HRMinformation systems help to
facilitate HR plans
make decisions faster
clearly define jobs
evaluate performance
provide desirable, cost-effective benefits

8. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The Changing World of Technology
HRmanagers use technology to:
recruit, hire, and train employees
motivate and monitor workers
research fair compensation packages
communicate throughout the organization
evaluate decentralized employees’
performance

9. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Workforce Diversity
HRMhas moved from the melting pot
assumption to celebrating workforce diversity.
The U.S. Dept. of the Interior’s Web site
www.doi.gov/diversity/8major2.htmoverviews major
U.S. civil rights legislation.
The Civil Rights Acts of 1964 and 1991
Equal Pay Act of 1963
Americans with Disabilities Act of 1990
The Age Discrimination in Employment Act
The Rehabilitation Act

10. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Workforce Diversity
Today’s workers want a healthy work/life
balance.
They
can work any time, from almost anywhere
work more than 40 hours per week
are part of a dual-income household
#1 reason
for leaving a company:
lack of work schedule flexibility

11. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The Labor Supply
HRmanagers monitor the labor supply.
Trend is to rightsize: fit company goals to
workforce numbers.
For agility, companies build a contingent
workforce of
part-time workers
temporary workers
contract workers

12. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Continuous Improvement Programs
HRmanagers help workers adapt to continuous improvement changes
through retraining, providing answers, and monitoring expectations.
continuous
improvement
components
empowerment
of employees
accurate
measurement
concern for
total quality
focus
on
customer
concern for
continuous
improvement

13. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Employee Involvement
It’s all about employee empowerment through
involvement, which increases worker productivity
and loyalty.
Seehttp://workhelp.org/joomla/content/view/284/for
managerial tips on empowering employees.
Employee Involvement Concepts
delegation • participative management
work teams • goal setting • employer training

14. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Other HRM Challenges
Challenges for HRM:
The recession has brought layoffs and low
morale.
Increased offshoring means jobs can move
overseas, even HR.
Today’s spate of mergers and acquisitions
increase HR’s role.

15. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
A Look at Ethics
Code of ethics:a formal statement of an
organization’s primary values and the ethical rules
it expects members to follow.
HR managers must take part in enforcing ethics
rules.
Video: Robert Lane, Ethics at Deere
Sarbanes-Oxley Act of 2002
Requires proper financial recordkeeping
for public companies

16. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
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. Employee empowerment increases worker involvement and productivity.
True!
7. HRM is affected by the economy.
True!
8. HRM can play a vital role in enforcing ethical codes of conduct.
True!