Human resource management

Ch # 1
 About the course
• This course is designed to deal with latest trends in
Human Resource Management. The topics include:
• Job Analysis,
• Talent Management,
• Personell Planning,
• Job Interviews,
• Performance Appraisal,
• Orientation and Training
• Pay Plans, Benefits and Services,
• HR for Small Scale Businesses
 1-3

What Is Human Resource

Management?

• The Management Process

o Planning
o Organizing
o Staffing
o Leading
o Controlling
 1-4

Human Resource Management

• Part of total management process

• Focus on staffing processes
o Job Analyses
o Recruiting
o Orienting and Training Employees
o Compensation
o Performance Appraisal
o Communicating
o Compliance Issues, etc.
 1-5

Why Is Human Resource Management

Important to All Managers?
• No manager wants to:
o Hire the wrong person for the job
o Experience high turnover
o Waste time with useless interviews
o Have your people not doing their best
o Have your company taken to court because of
your discriminatory actions
o Poor Performance of Employees
o Commit any unfair labor practices
 1-6

Human Resource Duties

• In providing specialized assistance, the

human resource manager carries out three
distinct functions:
o line function
o Staff (assist and advise) functions
o coordinative function (functional authority
or functional control)
 1-7

Line and Staff Aspects of Human

Resource Management
• Authority is the right to make decisions, to
direct the work of others, and to give orders.

• Managers usually distinguish between line

authority and staff authority.

• Line authority gives you the right to issue

orders

• Staff authority gives you the right to

advise others in the organization
 1-8

Human Resource Duties

Line Managers
• Job placement
• Orientation & Training
• Performance
• Cooperation
• Labor costs
• Development
 1-9

Human Resource Duties

Staff Managers
• Line function inside of HR department
• Coordination
• Assist and advise
 1-10

Trends in Human Resource Management

• Technological advances
• Globalization and competition
• Indebtedness (“Leverage”) deregulation
• Trends in the nature of work
• Nature of Work
• Demographic and workforce trends
• Generation Y (1977 - 2002)
• Generation X (1965 - 1976)
• Baby Boomers (1946 - 1964)

• Economic challenges and trends

 1-11

Trends in Human Resource

Management

• More knowledge work

• Aging workforce
• Economic downturn
• De-leveraging
• Deregulation slowdown
• Slower economic growth
 1-12

IMPROVING PERFORMANCE:
HR as a Profit Center
• Computer system dramatically improves
sales and profitability along with:
o Upgraded jobs
o Training in how to sell services
o New job descriptions
o New pay policies

Assignment 1: Explore how the banks’ HR activities / trends

changed / refined during last two decades. (Dead Line = 19-09-
2018)
 1-13

The New Human Resource Manager

• Focus More on Strategy

• Focus on Improving Performance
• Measure HR Performance and Results
• Use Evidence-Based Human Resource
Management
• TheyAdd Value
• They Use New Ways to Provide HR Services
 1-14

The New Human Resource Manager

• They Take a Talent Management Approach

• They Manage Employee Engagement
• They Manage Ethics
• They Understand Their Human Resource
Philosophy
• They Have New Competencies
 1-15

Big Transactional
picture Services

The New
Human Talent
Competencies Resource Management
Managers

Performance,
results,
evidence- Employee Ethics
based practice Engagement
 1-16

Human Resource Manager’s

Competencies
• Strategic positioners
• Credible activists
• Capability builders
• Capability builders
• HR innovators and
integrators
• Technology proponents