ch02.ppt Fundamentals of Strategic Human Resource Management

Human resource management is a proactive approach and personnel management is a relative approach to perform the same set of function related to managing human resource”- Do you agree with this statement.
87. What do you mean by profession? What is the status of professionalization of HRM in India?
88. Define the term “test”. Enumerate the purposes, characteristics of psychological tests and the types of psychological tests involved in employee procurement.
89. Discuss suitable sources for recruiting software professional.
90. Discuss various techniques used in manpower planning.
91. What is the purpose of assessing current human resources? How is job analysis done?
92. What are the reasons for fluctuation in supply of human resources? How is future demand forecasted?
93. Explain the techniques of employee demand forecasting in detail. 94. What is employment interview? What are its types?
95. Explain briefly the different kinds of tests in selection process.
96. Explain the process of HR planning and state the drawbacks.
97. What is recruitment? What are the various internal and external sources of recruitment? 98. Discuss in detail the steps involved in selection process.
99. Describe the role of recruitment in the acquisition process of human resource.
100. How will you develop a test programme? What precaution you will use while taking tests in a selection procedure?
101. Distinguish between Training and education. Describe the philosophy of training and the training need assessment and the objectives to be set to begin meeting training needs.
102. What are the bases on which the training programs are evaluated?
103. How do you identify the need for training?
104. Explain various approaches to management development and how do you select right approach. 105. Explain 'on-the-job' and 'off -the -job' training techniques.
106. What is training need analysis? Explain the steps in detail.
107. What is management development? Explain the diagnostic steps in developing such programme. 108. Explain the term "Knowledge Management". Explain how competitive spirit can be improved. 109. Discuss the differences between training & development.
110. What are the various types of on the job training methods? Explain them.
111. Explain the process of executive development programmes.
112. Define self-development. Explain the methods of self-development.
As a HR manager you have been asked by your organization to organize a management development programme. What steps will you take to make it successful?
114. What are the mentoring functions? Explain?
115. Explain how remuneration and rewards helps to motivate employees using Porter & Lawler's model of motivation.
116. Critically examine the uses of a good career development program.
117. Explain Porter and Lawler's theory of motivation. How can it be used to motivate mid -level employees? 118. Discuss any four applications of motivation in the Indian Information Technology sector.
119. What is the ERG theory o

1. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Chapter 2
Fundamentals of
Strategic HRM

2. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Importance of HRM
HRMhas a dual nature:
.
Strategic HRM provides a clear connection between the
organization’s goals and the activities of employees.
supports the
organization’s strategy
represents and advocates
for the employees

3. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The HRM Functions
HRMhas four basic functions:
In other words, hiring people, preparing them, stimulating
them, and keeping them.
staffing
training and
development
motivation
maintenance

4. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The HRM Functions
Staffing has fostered the most change in HR departments
during the past 30 years.
staffing
strategic human resource planning: match prospects’ skills to
the company’s strategy needs
recruiting: use accurate job descriptions to obtain an
appropriate pool of applicants
selection: thin out pool of applicants to find the best choice

5. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The HRM Functions
The goal is to have competent, adapted employees.
training and
development
orientation: teach the rules, regulations, goals, and culture of the
company
employee training: help employees acquire better skills for the job
employee development: prepare employee for future position(s) in the
company
organizational development: help employees adapt to the company’s
changing strategic directions
career development: provide necessary information and assessment
in helping employees realize career goals

6. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The HRM Functions
motivation
theories and job design: environment and well-constructed jobs
factor heavily in employee performance
performance appraisals: standards for each employee; must provide
feedback
rewards and compensation: must be link between compensation and
performance
employee benefits: should coordinate with a pay-for-performance
plan

7. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
The HRM Functions
Job loyalty has declined over the past decade.
maintenance
safety and health: caring for employees’ well-being has a big
effect on their commitment
communications and employee relations: keep employees
well-informed of company doings, and provide a means of
venting frustrations

8. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
External Influences on HRM
management
thought
labor
unions
laws and
regulations
HRM
dynamic
environment
External influences affect HRM functions.

9. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
External Influences on HRM
dynamic
environment
“The only constant in life is change.”
globalization decentralized work sites
technology
teams
workforce diversity
employee involvement
ethicschanging skill requirements
continuous improvement

10. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
External Influences on HRM
laws and
regulations
legislation has an enormous effect on HRM
laws protect employee rights to union representation, fair
wages, family medical leave, and freedom from discrimination
based on conditions unrelated to job performance
The U.S. Equal Employment Opportunity Commission
www.eeoc.govenforces federal laws on civil rights at work.

11. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
External Influences on HRM
labor unions
assist workers in dealing with company management
negotiate wages, hours, and other terms of employment
promote and foster a grievance procedure between workers
and management
When a union is present, employers can not fire workers for
unjustified reasons.

12. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
External Influences on HRM
management
thought
Frederick Taylordeveloped principles to enhance worker productivity
Hugo Munsterbergdevised improvements to worker testing, training,
evaluations, and efficiency
Mary Parker Folletadvocated people-oriented organizations
Elton Mayo’s Hawthorne Studies: dynamics of informal work groups
have a bigger effect on worker performance than do wage incentives
The Hawthorne Studies gave rise to the human relations movement:
benefits, healthy work conditions, concern for employee well-being.

13. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Structure of the HR Department
employment
training and
development
compensation /
benefits
employee
relations
There are four areas in a typical nonunion HR
department:
Many HR departments also offer services such as operating the
company’s credit union, making child-care arrangements,
providing security, or running in-house medical or food services.

14. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Structure of the HR Department
promotes staffing activities, recruits new
employees, but does not make hiring decision
helps workers adapt to change in the company’s
external and internal environments
pays employees and administers their benefits
package
ensures open communication within the company by
fostering top management commitment, upward and
accurate communication, feedback, and effective
information sources
compensation/
benefits
employee
relations
training and
development
employment

15. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Careers in HR
HR positions include:
assistants who support other HR professionals
generalists who provide service in all four HR functions
specialists who work in one of the four HR functions
executives who report to top management and coordinate HR
functions to organizational strategy
Interpersonal communication skills and ambition are two
factors that HR professionals say advance their careers.

16. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Careers in HR
Organizations that spend money for quality HR
programs perform better than those that don’t.
(HCI study)
Quality programs:
reward productive work
offer a flexible, work-friendly environment
properly recruit and retain quality employees
provide effective communications
Make sure HR services match the overall
organizational strategy.

17. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
HR Trends and Opportunities
more than half of all companies outsourceall or some
parts of their HR functions
professional employer organizations(PEO) help small-to
medium-size companies attract stronger candidates and
handle new laws in HR
shared servicesallow organizations with several divisions
or locations to consolidate some HR functions into one
central location while retaining certain functions in divisional
locations

18. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Match the Fours
Four major HR positions
Four HR department
areas
Four quality programs
Four HRM functions
Four external influences
on HRM
staffing, training, motivation, maintenance
environment, laws, labor unions, management
thought
employment, training, compensation,
employee relations
assistants, generalists, specialists, executives
reward productive work
offer a flexible, work-friendly environment
properly recruit and retain quality employees
provide effective communications