TextBook: Byars, L. and Rue, L., Human Resource Management, 9
th, McGraw Hill, (2008).
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1. Define human resource management. 2. Describe the functions
of human resource management 3. Summarize the types of assistance
the human resource department provides
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4. Explain the desired relationship between human resource
managers and operating managers 5. Identify several challenges
todays human resource managers currently face 6. Outline several
potential challenges and contributions that an increasingly diverse
workforce presents
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7.Discuss the role of human resource managers in the future 8.
Explain how human resource managers can affect organizational
performance
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Human Resource Management (HRM) is the function within an
organization that focuses on 1) recruitment 2)management 3)
providing direction for the people who work in the
organization.
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Recruitment ) ( Management ) ( Direction Organization ) (
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1. Human Resource planning ( ), recruitment, and selection( ).
2. Human Resource development( ).
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3. Compensations( and benefits( ). 4. Safety ( and Health ( )
5. Employee and labor relations. 6. Human resource research.
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1.Human Resource Planning, Recruitment, and Selection.
Conducting job analyses( )to establish the specific requirements (
)of individual jobs( )within the organization. Forecasting( )the
human resource requirements the organization needs to achieve its
objectives( ).
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Developing and implementing a plan to meet these requirements.
Recruiting the human resource the organization requires to achieve
its objectives . Selecting and hiring ( )human resources to fill(
)specific jobs within the organization.
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2. Human Resource Development. Orienting ( )and training (
)employees. Designing( ) and implementing( ) management and
organizational development programs( ). Building effective( )
teams( ) within the organizational structure.
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Designing( ) systems( ) for appraising ( )the performance( ) of
individual ( ) employees. Assisting( ) employees in developing
career( ) plans( ).
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3. Compensation and Benefits. Designing( ) and implementing( )
compensation and benefit systems for all employees. Ensuring( )
that compensation and Benefits are fair( ) and consistent( ).
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4. Safety and Health. Designing( ) and implementing( )
programs( ) to ensure employee health and safety. Providing( )
assistance with personal problems that influence their work
performance( ).
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5. Employee and Labor Relations. Serving as an intermediary( )
between the organization and its union(s)( ). Designing( )
discipline( ) and grievance( ) handling( ) systems.
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6. Human Resource Research. ( ) Providing( ) a Human Resource
information( ) base. Designing and implementing employee
communication( ) systems.
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In General terms, the HR department( ) managers provides 3
types of assistance: 1) Operating ( )Managers : In small
Organization, most( ) HR functions performed by the owner or by
operating managers. These managers perform the HR functions in
addition( ) to their normal( ) managerial activities.
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2) Human resource generalist ( ) : Person who devotes a
majority of working time to human resource issues, but does not
specialize ( )in any specific areas. Many medium( )-size and even
some large Organizations use human resource generalists.
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3) Human resource specialist: ( ) Person specially trained in
one or more areas of human resource management (e,g, labor
relations specialist, wage and salary specialist). large
organization usually have HR department, that involve HR specialist
who responsible for directing the human resource functions, In
addition to one or more HR Generalist.
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Human Resource Department Specific Services Advice Coordination
Operating manager
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Specific Services: Maintaining employee records ( ) Handling
initial phases of employee. Orientation Advice( ): Disciplinary( )
matters Equal( ) employment Opportunity( ) matters
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Coordination( ): Performance appraisals( ) Compensation matters
Operating ( ) manager: Person who manages people directly involved
with the production of an organization's production or services
(e.g loan manager in a bank).
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-Challenges) ( 1. Diversity of Workforce ) ( 2. Regulatory
Changes (Government Regulation) 3. Structural Changes to
Organizations 4. Technological and Managerial Changes Within
Organizations.
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To Meet the Challenges of the future, human resource
departments must possess different competencies( ) and be much more
sophisticated( ) than their predecessors( ) by : Know the Company
strategy and business plan( ). Know the industry( ).
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Support( ) business needs( ). Spend more( ) time with the line
People. Keep your hand on the pulse of the organization. Learn( )
to calculate( ) costs( ) and solutions( ) in hard numbers.
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What are the goals( ) of the Organization over the next year(
), 3 years, 5 years, and 10 years? How would you describe( ) the
organizations core( ) business? How does your organization compare(
) with competitors( ) in market share( ) and customer service(
)?
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Will( ) the company be growing( ) via merger and acquisition( )
or from internal( ) growth? Will growth be local( ), national( ),
or global( )? Will growth be from expansion( ) of current ( )
business or from an expansion( ) in scope?
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Instead( ) of growth( ), will there be downsizing( ) and if so,
why? What are the organizations revenue ( ) objectives( ) over the
short( ) and long( ) terms?
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Human Resource Managers can have a direct( ) impact( ) on
organizational performance in a number of specific ways: 1)
Reducing( ) unnecessary( ) over expenses( ) by increasing( )
productivity( ) during a normal day 2) Staying on top of
absenteeism( ) and instituting programs designed to reduce money
spent for time not worked.
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3) Eliminating wasted( ) time by employees through sound job
design. 4) Minimizing employee turnover and unemployment ( )
benefit costs by practicing sound human relations and creating a
work atmosphere that promotes job satisfaction. 5) Installing and
monitoring effective safety and health programs to reduce lost-time
accidents and keep medical and workers compensations costs
low.
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6) Properly( ) training( ) and developing all employees so they
can improve their value to the company and do a better job of
producing and selling high-quality products and services at the
lowest possible cost. 7) Decreasing( ) costly( ) material( ) waste(
) by eliminating bad( ) work habits and attitudes and poor( )
working( ) conditions( ) that lead to carelessness and
mistakes.
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8) Hiring( ) the best people available at every level and
avoiding overstaffing. 9) Maintaining competitive pay practices and
benefit programs to foster a motivational climate for employees.
10) Encouraging( ) employees, who probably know more about their
job. 11) Installing ( )human resource information systems to
streamline and automate many human resource functions.
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Questions
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Reference: Byars, L. and Rue, L., Human Resource Management, 9
th, McGraw Hill, (2008).
