Fundamentals of Human Resource Management
FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
HIGHER DIPLOMA IN HR MANAGEMENT (KNEC)
FULL SYLLABUS PROGRAMME
PREPARED BY:
MUCHEL’LE TOM PATRICK
TABLE OF CONTENTS
READING LIST 3
NATURE AND ROLE OF THE HR DEPARTMENT. 4
THE ROLE OF THE HR PRACTITIONER 11
1. SERVICE PROVISION 11
2. GUIDANCE 11
3. ADVICE 11
HR PRACTITIONER ROLE 11
EVOLUTION OF HUMAN RESOURCES MANAGEMENT. 15
ETHICS AND PROFESSIONAL CONDUCT IN HRM 15
STRATEGIC HUMAN RESOURCE MANAGEMENT 19
TOPIC OBJECTIVES 19
INTRODUCTION. 19
The changes taking place in technology, demographics, markets, consumers and their preferences and in economies have a significant impact on an organization. Organizations are susceptible to the external environment and make strategic moves to respond to the environmental changes. 19
Definition 20
Other Definitions 20
THE MEANING OF STRATEGIC HRM 20
HR STRATEGIES 21
HR Strategies. (To give competitive advantage through innovation) 23
Other Examples of Change Strategies 25
Summary 25
Back to the Basics 27
HUMAN RESOURCE OBJECTIVES & POLICIES. 28
ESTABLISHMENT AND RESPONSIBILITIES OF HRM DEPARTMENT: 41
THE ORGANISATION & STRUCTURE OF THE HR DEPARTMENT 45
Supervisory Responsibilities 49
EVALUATING THE PERFORMANCE OF THE HUMAN RESOURCE FUNCTION IN ORGANISATIONS. 51
ORGANISATIONAL STRUCTURE AND EFFECTIVENESS 58
These divide the organisation along lines of skills that are needed within the business. They usually include marketing, sales, Research and development, production, operations, and so on. This involves structuring the organization into separate divisions, each concerned with its own activity - manufacturing, selling, etc A division is a collection of functions working together to produce a product. Divisions create smaller, manageable parts of a firm. Divisions develop a business-level strategy to compete. A division has marketing, finance, and other functions. Functional managers report
HIGHER DIPLOMA IN HR MANAGEMENT (KNEC)
FULL SYLLABUS PROGRAMME
PREPARED BY:
MUCHEL’LE TOM PATRICK
TABLE OF CONTENTS
READING LIST 3
NATURE AND ROLE OF THE HR DEPARTMENT. 4
THE ROLE OF THE HR PRACTITIONER 11
1. SERVICE PROVISION 11
2. GUIDANCE 11
3. ADVICE 11
HR PRACTITIONER ROLE 11
EVOLUTION OF HUMAN RESOURCES MANAGEMENT. 15
ETHICS AND PROFESSIONAL CONDUCT IN HRM 15
STRATEGIC HUMAN RESOURCE MANAGEMENT 19
TOPIC OBJECTIVES 19
INTRODUCTION. 19
The changes taking place in technology, demographics, markets, consumers and their preferences and in economies have a significant impact on an organization. Organizations are susceptible to the external environment and make strategic moves to respond to the environmental changes. 19
Definition 20
Other Definitions 20
THE MEANING OF STRATEGIC HRM 20
HR STRATEGIES 21
HR Strategies. (To give competitive advantage through innovation) 23
Other Examples of Change Strategies 25
Summary 25
Back to the Basics 27
HUMAN RESOURCE OBJECTIVES & POLICIES. 28
ESTABLISHMENT AND RESPONSIBILITIES OF HRM DEPARTMENT: 41
THE ORGANISATION & STRUCTURE OF THE HR DEPARTMENT 45
Supervisory Responsibilities 49
EVALUATING THE PERFORMANCE OF THE HUMAN RESOURCE FUNCTION IN ORGANISATIONS. 51
ORGANISATIONAL STRUCTURE AND EFFECTIVENESS 58
These divide the organisation along lines of skills that are needed within the business. They usually include marketing, sales, Research and development, production, operations, and so on. This involves structuring the organization into separate divisions, each concerned with its own activity - manufacturing, selling, etc A division is a collection of functions working together to produce a product. Divisions create smaller, manageable parts of a firm. Divisions develop a business-level strategy to compete. A division has marketing, finance, and other functions. Functional managers report