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Copyright © 2012 by Cengage Learning. All rights reserved. 1- 1 Chapter 1 The Nature of Human Resource Management Prepared by Joseph B. Mosca Monmouth University PowerPoint Program Prepared by Joseph Mosca, Monmouth University Copy right Cengage Learning

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Chapter 1 The Nature of Human Resource Management

Copyright 2012 by Cengage Learning. All rights reserved.1- *Chapter 1 The Nature of Human Resource Management

Prepared by Joseph B. MoscaMonmouth University

PowerPoint Program Prepared by Joseph Mosca, Monmouth UniversityCopy right Cengage Learning

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Learning ObjectivesDescribe contemporary human resource management perspectives.Trace the evolution of the human resource function in organizations.Identify and discuss the fundamental goals of human resource management.Describe the job of human resource managers from the perspectives of professionalism and careers. Discuss the setting for human resource management.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Human Resources (HR)Human resources are the people an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *What Is Human Resource Management (HRM) ? The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources in ways at contribute to organizational effectiveness.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Contemporary Human Resource Management PerspectivesIn most organizations today, the role of human resource management has become quite important. This results partly from a growing realization of the importance of people as a source of competitive advantage, but there are more practical reasons, such as:Passage of Title VII of the Civil Rights Act made it clear that organizations had to find ways to hire, reward, and manage people effectively within the limits of the law.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Scientific management,one of the earliest approachesto management, was concernedwith how to structure individualjobs to maximize efficiency andproductivity.

The human relations era was marked by an emphasis on finding ways to keep workers happy, since it was assumed that happy workers were productive workers.As organizations grew, they created specialized unitspersonnel departmentsto work with employees. This new type of management function was called personnel management. The 1964 Civil Rights Act, as well as other legal regulations, made the process of hiring and promoting employees morecomplex, creating a need for HR specialistsEvolution of the Human Resource Function

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Human Resource Management in the Electronic AgeElectronic technology has not drastically affected the basic approach to how we manage human resources, but certainly had an effect on how HRM systems are delivered.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Emerging Human Resource ChallengesHR managers face an array of new challenges including:financial criseshow stress is becoming a major factor in peoples lives Knowledge workers: employees whose jobs are primarily concerned with the acquisition of knowledge, and HR managers play a role in applying that knowledge.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Promoting Individual Growth & DevelopmentAnother goal for HR managers is promoting the personal growth and development of its employees by offering:EducationSkills training Career development

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *HR Management as a Staff Versus Line FunctionLine managers: those directly responsible for creating goods and services.Staff managers: those responsible for supporting line managements efforts to achieve organizational roles and objectives.Many organizations have blurred this distinction.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Human Resource Management in Smaller OrganizationsSmall organizations still use operating managers to handle their basic human resource functions.

Small independent businesses are generally operated in the same way as small organizations.

Very small organizations are exempt from many legal regulations.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Human Resource Management in Larger OrganizationsAs the organization grows a separate human resource unit becomes a necessity.

When an organization reaches 200 to 250 employees, it generally establishes a self-contained human resource department.

As the organization continues to grow the human resource department grow as well into specialized departments.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *A Systems-Based PerspectiveThe human resource management subsystem both affects and is affected by other functional subsystems throughout the organization. Utility analysis is the attempt to measure, in more objective terms, the impact and effectiveness of human resource management practices in terms of metrics such as a firms financial performance.

Copyright 2012 by Cengage Learning. All rights reserved.

Copyright 2012 by Cengage Learning. All rights reserved.1- *Careers in Human Resource ManagementCareers in HR continue to grow and are expected to do so.How to enter the HR field:Earn a degree, seek and entry level job, and becoming a line manager.Some universities offer a master of science or MBA in HR.

Copyright 2012 by Cengage Learning. All rights reserved.

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