HRM - Chap 1 - Intro

HUMAN RESOURCE
MANAGEMENT
Assessment
Coursework 50%
 Assignment ( Individual) 10%
 Assignment ( Group) 15%
 Participation 5%
 Quizzes 20%
( 2 Quizzes/mid term)
Final Exam 50%

Course Objective
 To understand what is Human Resource
Management (HRM) and its Functions in Organization
 To know the role of HRM in the office operations.
 To gain knowledge in the changes and development in

managing HR in organization.
Chapter 1
Introduction to Human
Resource Management
Introduction
• IMAGINE trying to run a business where you
have to REPLACE every employee two or three
times a year.
• Isn’t chaotic ?
• What are the challenges you face when you

take the job of the regional manager at
Domino’s in New Jersey. (Class Discussion)
• In some region, store managers were quitting
after a few months on the job
• In other words, new managers constantly had
to find, hire, and train new workers – and rely
on inexperienced people to keep customers
happy.
• Not surprisingly, the stores were failing to meet
customers goals .
• So, what will you do as a manager to build
stable team of store managers who in turn
could retain employees at their store?
Rob as a regional manager of Domino’s made his top goal to build a
stable team of store managers who in turn could retain employees at
their stores.
He continued to coach his manager, helping them build sales and

motivate their workers through training and patience.
As a result of extensive coaching and opportunities to earn promotions

in Dominos, the employee turnover has fallen.
In other word the challenges faced by Dominos are important

dimension of HRM
What is Human Resource
Management?
HRM is a comprehensive, integrated
system/process for effectively and efficiently
managing the employee force for the purpose
of achieving original goals as well as employee
individual goals. (Mondy & Noe, 2005)
In simple words
HRM is the utilization of a firm’s human
resources to achieve organizational objectives.
Other titles for HR
Manager’s
• Welfare Managers
• Personnel Managers
• Human Resource Managers
• Human Capital Managers
The Historical Background
to HRM
INDUSTRIAL REVOLUTION
1850s – 1920s
Specialization
Exploitation of workers
Worker alienation
to HRM (Cont..)
HUMAN RELATIONS APPROACH
1930s – 1950s
Emphasis on supervisory training

Recreations Programs
Welfare Programs
to HRM (Cont..)
RECENT DEVELOPMENT
1950s – Till Date
Increased Labor Legislations

Organization getting bigger
Increasing workforce diversity
Rapid Changes
What Changes are
affecting HRM?
• Technological Changes
• Globalization and Increased Competition
• Employee Education and Expectations
• Workforce Diversity
Do all organization have
HRM Departments?
NO !
What are the criteria for an organization to have a
dedicated HRM Departments?
 The size of the organization
 Unionization of the workplace
 Ownership of the company
 The Philosophy of the top Management
The Personal Qualities &
Skills required for HR
Specialist
Communication Skills-
Ability to bring about change
Information technology (IT) savvy
Numerate and able to analyze data
Ability to understand the business

context
High ethical standards

HRM Functions
A well – organized, proactive HR department is

expected to carry out a wide range of functions.
They are –
a) Staffing
b) Human Resource Development
c) Compensation and Benefit
d) Safety and Health
e) Employee and Labour Relations
Staffing
The process through which an organization ensures
that it always has proper number of employees with
the appropriate skills in the right jobs at the right time
to achieve the organization's objective.
It involves –
1. Job analysis - is the systematic process of determining
the skills, duties, and knowledge required for performing
jobs in an organization.
Staffing (Cont..)
2. Human Resource Planning (HRP) – is the process
of comparing HR requirements with their availability
and determining whether the firms has a shortage
or excess of personnel.
3. Recruitment – is the process of attracting qualified
individuals and encouraging them to apply for work
with the organization.
4. Selection – is the process through which the
organization chooses, from a group of applicants,
those individuals best suited both for open positions
and for the company.
Human Resource
Development
An HRM function that consists not only of training
and development (T&D) but also individual career
planning and development activities and
performance appraisal.
1. Training – is designed to provide learners with

the knowledge and skills needed for their present
jobs.
Human Resource
Development
2. Development – involves learning(Ct..)
that goes beyond
today’s job; it has a more long – term focus.
3. Career Planning – is an ongoing process whereby

an individual sets career goals and identifies the
means to achieve them.
4. Career Development – is a formal approach used by

the organization to ensure that people with proper
qualifications and experiences are available when
needed.
Human Resource
Development (Ct..)
5. Organization Development – is the planned
process of improving an organization by
developing its structures, systems, and
processes to improve effectiveness and
achieving desired goals.
6. Performance appraisal – is a formal system of

review and evaluation of individual or team task
performance.
Compensation and Benefit
(C & B)
Compensation – the total of all rewards provided
Compensation – the total of all rewards provided
employees in return for the services.
Benefit – additional financial rewards, other than

base pay, including paid vacation, sick leave,
holidays and medical insurance.
 C & B are motivators to employees

 Rewards link to individual/ group achievements.
 The pay is higher to attract employees among its
competitors.
 C &B must be managed effectively and efficiently.
Safety and Health
Safety – Involves protecting employees from
injuries caused by work-related accidents
Health – refers to employees’ freedom from

physical or emotional illness.
 Organizing safety program

 Establishing wellness program
 Accident investigation
 Provision of health services
Employee and Labor
Relations
• Maintain positive relationship with employees
• Handle certain kind of communication with
individual employees
• Prepare to address with employees’ problem
• Maintain communication with union
representative to resolve problems.
Strategy and the Basic HR
Process
Company’s Strategy Plan
• What business are you in?
•On what business will you compete?
•How do you plan to expand?
Develop Train
Interview and
Personnel Recruit employees Appraise Reward
Select
plans & job Candidates based on job employees employees
employees
description requirements
Conform to ethical standards

And
EEOC and other HR – related laws
Source – Dessler & Tan, 2006

Class Discussion
• How do you MEASURE your Company’s

Performance?
• Form a Discussion Group.

• Create a Hypothetical Company in which you
are the HR Manager.
• Explain and Answer the above question.
• Submit at the end of this class Period
Topic s we covered last
week
• What is HRM and how it is related to
management process
• Historical background of HRM
• What changes are affecting HRM
• The personal qualities and skills required for
HRM specialist
• HRM Functions
• Strategy and the Basic HR Process

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HUMAN RESOURCE

Final Exam 50%

 To know the role of HRM in the office operations.

 To gain knowledge in the changes and development in

• What are the challenges you face when you

He continued to coach his manager, helping them build sales and

As a result of extensive coaching and opportunities to earn promotions

In other word the challenges faced by Dominos are important

Emphasis on supervisory training

Increased Labor Legislations

Ability to bring about change

Information technology (IT) savvy

Numerate and able to analyze data

Ability to understand the business

High ethical standards

A well – organized, proactive HR department is

1. Training – is designed to provide learners with

3. Career Planning – is an ongoing process whereby

4. Career Development – is a formal approach used by

6. Performance appraisal – is a formal system of

Benefit – additional financial rewards, other than

 C & B are motivators to employees

Health – refers to employees’ freedom from

 Organizing safety program

Conform to ethical standards

Source – Dessler & Tan, 2006

• How do you MEASURE your Company’s

• Form a Discussion Group.

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