Chapter 1 Introduction to Human Resource Management

Chapter 1

Introduction to Human Resource Management

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Chapter 1
Introduction to Human Resource
Management

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1.Explain what human resource management is and how
it relates to the management process.
2.Give at least eight examples of how all managers can
use human resource management concepts and
techniques.
3.show the human resource responsibilities of line and
staff (HR) managers.
After studying this chapter, you should be able to:

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The Management Functions
Planning
Organizing
Leading Staffing
Controlling

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Human Resource Management at Work
What is Human Resource Management (HRM)?
Human Resource Management includes all activities used
to attract & retain employees and to ensure they perform
at a high level in meeting organizational goals.
These activities are made up of:
1. Recruitment & selection.
2. Training and development.
3. Performance evaluation.
4. Pay and benefits (compensation).
5. labor relations.

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Human Resource Management at Work
Acquisition
Training
Appraisal
CompensatingLabor Relations
Health and
Safety
Fairness
Human
Resource
Management
(HRM)

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Personnel Aspects of a Manager’s Job
•Conducting job analyses .
•Planning labor needs and recruiting job candidates.
•Selecting job candidates.
•Orienting and training employees.
•Managing wages and salaries.
•Providing incentives and benefits.
•Appraising performance.
•Communicating (interviewing, counseling, disciplining) .
•Training and developing managers.
•Building employee commitment.

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Personnel Mistakes
•Hire the wrong person for the job.
•Experience high turnover. (لمعلا نارود)
•Have your people not doing their best.
•Waste time with useless interviews.
•Have your company taken to court because of unfair
actions against employees.

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Personnel Mistakes
•Have your company taken to court for unsafe
practices.
•Have some employees think their salaries are unfair
relative to others’ in the organization.
•Allow a lack of training to weaken your department’s
effectiveness.
•provide any unfair labor practices.
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Basic HR Concept
•HR creates value by engaging in activities
that produce the employee behaviors that the
company needs, to achieve its strategic goals.

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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 organization’s tasks.
•Staff manager:
–A manager who assists and advises line
managers.

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Line Managers’ Human Resource Duties:
1.Placing the right person in 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.

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Staff Managers’ Human Resource Duties:
1.Explaining the company’s policies and procedures.
2.Controlling labor costs.
3.Developing the abilities of each person.
4.Creating and maintaining department morale.
5.Protecting employees’ health and physical condition.
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Human Resource Managers’ Duties
Functions of
HR Managers
Line Function
Line Authority
Staff Functions
Staff Authority
Coordinative
Function
Functional Authority

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Human Resource Specialties
Recruiters
Labor
Relations
Specialists
Training
Specialists
Job Analysts
Compensation
Managers
Human
Resource
Specialties

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Globalization Trends
Technological Trends
Trends in the Nature of Work
Changes and the
new Trends in
Human Resource
Management
The Changing Environment of Human Resource
Management

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The Changing Role of Human Resource
Management
New
Responsibilities
for HR Managers
Measuring the
HRM Team’s
Performance
Managing with the
HR Scorecard
Process
Creating High-
Performance
Work Systems
Strategic Human
Resource
Management

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High-Performance Work System
Practices
•Employment security.
•Selective hiring.
•Extensive training.
•Self-managed teams/decentralized decision making.
•Information sharing.
•Pay-for-performance rewards.
•Stress on high-quality work.

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Benefits of a High-Performance Work
System (HPWS)
•Generates more job applicants.
•Screens candidates more effectively.
•Provides more/better training and lower employee
turnover.
•Links pay more clearly to performance and appraisals.
•Produces more qualified applicants per position.
•Results in higher profits and lower operating costs.
•Uses more self-managing work teams.

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The Human Resource Manager’s Proficiencies
Four Categories of Proficiencies
1.HR proficiencies.
2.Business proficiencies.
3.Leadership proficiencies.
4.Learning proficiencies.
Specific Proficiencies
•HR certification.
•Managing within the law.
•Managing ethics.

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HR Certification:
The Human Resource Manager’s Proficiencies
(cont.)
•Arabian Society for Human Resource Management
(ASHRM).
-Professional Human Resource Development
(HRD) Certificate.
-Master of Science in HRD.
-Professional Human Resource Management
(HRM) Certificate.

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Managing within the Law
The Human Resource Manager’s Proficiencies
(cont.)
•Immigration laws.
•Occupational safety and health laws.
•Labor laws.
Managing Ethics
•Ethical scandals have occurred in major corporations.
•Most serious ethical scandals are HR-related.
•Arab world ethics are influenced by religion and culture.

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authority
ethics
functional authority or
functional control
globalization
high-performance work system
HR Scorecard
human capital
human resource management
(HRM)
line authority
line manager
management process
staff authority
staff manager
strategic human resource
management (SHRM)
strategic plan
strategy
Key Terms