Introduction to
Human Resource Management
- What is Human Resource Management
(HRM)?
- 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.
- Personnel aspects of a manager’s
job
-Conducting job analyses
-Planning labor needs and recruiting job
candidates
-Selecting job candidates
-Orienting and training new employees
-Managing wages & salaries
-Providing incentives and benefits
-Appraising performance
-Communicating
-Training and developing managers
-Building employee commitment
And what a manager should know
about:
-Equal opportunity & affirmative
action
-Employee health and safety
-Handling grievances & labor
relation
Why Is Human Resource Management
Important To All Managers ?
-
The following concepts & techniques are important to all managers for
several reasons.
AVOID PERSONNEL MISTAKES
First,
having a command of this knowledge
will help a manager to avoid the personnel mistakes one does n’t want to make while managing.
For example:-
A manager doesn’t want to:
-Have his/her employees not doing their best
-Hire the wrong person for the job
-Experience high turnover
-Waste time with useless interview
-Commit any unfair labor practice
-Have their company taken to court because of discriminatory actions
-Have some employees think their
salaries are unfair and inequitable relative to others in the organization
-Have his/her company cited for
unsafe practices.
-Let a lack of training undermine
his/her department’s effectiveness.
HR Managers new role in changing environment
Meeting Today’s HRM Challenges The
HR Managers:
-Focus More On “Big Picture” (Strategic)
Issues.
-Find New Ways To Provide
Transactional Services
-Acquire Broader Business Knowledge And
New HRM Proficiencies.
-Create A High-performance Work
Systems
-Evidence-based HR
- Providing Evidence For HRM Decision Making.
-Managing Ethics
- HRM Related Ethical Issues
- Workplace Safety,
Security Of Employee Records, Employee Theft, Affirmative Action, Comparable Work,
Employees Privacy Rights.
Criticisms Of HRM
-Critics of HRM point out that HRM is more
rhetoric than reality and the term HRM lacks precision.
-Critics have also observed that many organizations
are driven by stronger objectives than HRM.
-Critics argue that HR programs, policies, approach, and practices
cost money and no attempt has
been made to conduct cost-benefit analysis.
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