Management
ELEVENTH EDITION
1
GARY DESSLER
Part 1 | Introduction
Chapter 1
Basic HR Concepts
• HR creates value by engaging in activities that produce the
employee behaviors that the company needs to achieve
its strategic goals.
1–3
Personnel Aspects of a Manager’s Job
• Conducting job analyses (determining the nature of each employee’s job)
• Planning labor needs and recruiting job candidates
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries (compensating employees)
• Providing incentives and benefits
• Appraising performance
• Communicating (interviewing, counseling, disciplining)
• Training and developing managers
• Building employee commitment
And a Manager should know about:
Equal opportunity & affirmative action
Employee health & safety
Handling grievances and labor relations
1–4
What Motivates Employees?
• Feeling “in” on things
• Good wages 8
• Job security 4
2
• Full appreciation of work that is done
• Tactful disciplining 5
9
• Employer loyalty to employees
7
• Interesting work
3
• Promotion and growth in the organization
6
Karl and1–5
Sutton, 1996
Why HRM Important to all Managers
• Hire the wrong person for the job
• Experience high turnover
• Have your people not doing their best
• Waste time with useless interviews
• Have your company in court because of discriminatory actions
• Have your company cited by labor court for unsafe practices
• Have some employees think their salaries are unfair and
inequitable relative to others in the organization
• Allow a lack of training to undermine your department’s
effectiveness
• Commit any unfair labor practices
1–6
Why We Care About HRM?
1–7
Principles of HRM
1. Strategic Integration An attempt to treat all labour
management processes – from recruitment and training to
remuneration and retrenchment – in a strategic fashion by
integrating them with the broader business concerns of the
enterprise.
2. Organisational flexibility
3. Commitment, from ‘control’ to ‘commitment’ through
changing the organisation’s culture. Mission statement should
state these core values. Also only recruiting those prepared to
subscribe to these core values.
4. Quality ensuring culture of quality: Quality work, quality
workers, quality products and services; Total Quality
Management, Quality assurance and zero defects, Internal
customers, Empowering workers via team working. 1–8
Line and Staff Aspects of HRM
• Authority & Responsibility
The right to make decisions, direct others’ work, and give orders; with
responsible actions utilizing such authorities in maximum resulting in
benefits for all the parties involved.
• A Coordinative Function
HR managers also coordinate personnel activities, a duty often referred to
as functional control.
1–11
Examples of HR Job Duties
• Recruiters
Search for qualified job applicants.
• Equal employment opportunity (EEO) coordinators
Investigate and resolve EEO grievances, examine organizational
practices for potential violations, and compile and submit EEO reports.
• Job analysts
Collect and examine information about jobs to prepare job descriptions.
• Compensation managers
Develop compensation plans and handle the employee benefits
program.
• Training specialists
Plan, organize, and direct training activities.
• Labor relations specialists
Advise management on all aspects of union–management relations.
1–12
Cooperative Line & Staff HR Management
1–13
HR Organizational Chart (Small Company)
Size of the HR department reflects the size of the company, there is
generally about one HR employee per 100 company employees.
Figure 1–2
1–14
HR Department Organizational Chart (Large Company)
Figure 1–1
Source: Adapted from BNA Bulletin to Management, June 29, 2000.
1–15
Employment and Recruiting—Who Handles It?
(percentage of all employers)
Note: length of bars represents prevalence of activity among all surveyed employers.
Figure 1–3
Source: HR Department Benchmarks and Analysis,” BNA/Society for Human Resource Management, 2002.
1–16
A Changing HR Environment
• Globalization
The tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad
Both workers and companies have to work harder and smarter than
they did before globalization
• Government regulation
1–17
A Changing HR Environment (contd.)
• Technological Advances
Companies use virtual online communities to improve
efficiency
Creating high-tech jobs, service jobs, knowledge work
(human capital)
Implications for HR
The key to effectively utilizing all that new technology is
usually not the technology, but the people.
Today’s employer’s need more sophisticated HRM
selection, training, pay, and employee fairness practices
1–18
Changing Role of HRM
• Strategy
The company’s long-term plan for how it will balance its
internal strengths and weaknesses with its external
opportunities and threats to maintain a competitive
advantage.
HR managers today are more involved in partnering with their top
managers in both designing and implementing their companies’
strategies.
• Strategic HRM
Formulating and executing HR policies and practices that
produce the employee competencies and behaviors the
company needs to achieve its strategic aims.
1–19
Creating High-Performance Work System Practices
• Employment security Benefits of a HPWS
• Selective hiring • Generate more job applicants
• Extensive training • Screen candidates more effectively
• Provide more and better training
• Self-managed teams/decentralized
• Link pay more explicitly to
decision making
performance
• Reduced status distinctions • Provide a safer work environment
• Information sharing • Produce more qualified applicants
• Contingent (pay-for-performance) per position
rewards • More employees are hired based on
validated selection tests
• Transformational leadership • Provide more hours of training for
• Measurement of management new employees
practices • Higher percentages of employees
• Emphasis on high-quality work receiving regular performance
appraisals.
1–20
Measuring HR’s Contribution: The HR Scorecard
HR Scorecard measures the HR function’s effectiveness &
efficiency in producing employee behaviors needed to achieve
the companies strategic goals.
It shows the measurable, cause-and-effect links between three
things:
1–21
HR Manager’s Proficiencies
Being a HR manager today is challenging and requires several proficiencies:
• HR proficiencies
Represent traditional knowledge & skills in areas like employee
selection, training, and compensation.
• Business proficiencies
Reflect HR manager’s new strategic role, like assisting top management
in formulating strategies.
• Leadership proficiencies
They need the ability to work with and lead management groups, and to
drive the changes required.
• Learning proficiencies
The ability to stay side-by-side of and apply all the new technologies
and practices affecting the profession
1–22
A New Model of HRM is Needed