Hrm Power Point Presentation of Garry Dessler Chapter One, 12th Edition

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Chapter 1

Introduction to Human Resource Management

Part One | Introduction
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall PowerPoint Presentation by Charlie Cook The University of West Alabama

Human Resource Management at Work
• What Is Human Resource Management (HRM)?
 The process of acquiring, training, appraising, and compensating

employees, and of attending to their labor relations, health and safety, and fairness concerns.

• Organization
 People with formally assigned roles who work together to

achieve the organization’s goals.

• Manager
 The person responsible for accomplishing the organization’s

goals, and who does so by managing the efforts of the organization’s people.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–2

The Management Process
Planning

Controlling

Organizing

Leading

Staffing

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–3

Human Resource Management Processes
Acquisition

Fairness Human Resource Management (HRM)

Training

Health and Safety

Appraisal

Labor Relations

Compensation

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–4

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 and salaries • Providing incentives and benefits • Appraising performance • Communicating • Training and developing managers • Building employee commitment Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–5

Personnel Mistakes
• • • • • • • Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your firm in court because of discriminatory actions Have your firm cited by OSHA 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 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 1–6

Basic HR Concepts
• The bottom line of managing:

Getting results
• HR creates value by engaging in activities that produce the employee behaviors that the organization needs to achieve its strategic goals. • Looking ahead: Using evidence-based HRM to measure the value of HR activities in achieving those goals.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–7

Line and Staff Aspects of HRM
• Line Manager
 Is authorized (has line authority) to direct the work of

subordinates and is responsible for accomplishing the organization’s tasks.

• Staff Manager
 Assists and advises line managers.  Has functional authority to coordinate personnel activities

and enforce organization policies.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–8

Trends in the Nature of Work

Changes in How We Work

High-Tech Jobs

Service Jobs

Knowledge Work and Human Capital

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–9

Important Trends in HRM
The New HR Managers

Strategic HRM

Evidence-Based HRM

Human Resource Management Trends

High-Performance Work Systems

Managing Ethics

HR Certification

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–10

Meeting Today’s HRM Challenges
The New Human Resource Managers

Focus more on “big picture” (strategic) issues

Find new ways to provide transactional services

Acquire broader business knowledge and new HRM proficiencies

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

1–11

TABLE 1–2 Technology

Some Technological Applications to Support HR How Used by HR ASPs provide software application, for...
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