Introduction
Human resource management
Human Resource management is the process of acquiring,
training, appraising, and compensating employee, and of attending to their
labor relations, health and safety, and fairness concern.
Consist of:
Organization: a group consisting of people (people like
manager and labor) with formally assigned roles who work together to achieve
the organization’s goals.
Organizing: giving subordinate a specific task; establishing
department; delegating authority to subordinate; establishing channels of
authority and communication;
coordinating the work of subordinate.
Managing: performing planning, organizing, staffing,
leading, and controlling.
Manager: someone who is responsible for accomplishing the
organization’s goal, and who does so by managing the efforts of the organization’s
people.
Staffing: determining what type of people should be hired;
recruiting prospective employees; selecting employees, setting performance
standards, compensating employees, evaluating employees; evaluating
performance; counseling employees; training and developing employees.
Leading: Getting other to get the job done; maintaining
morale; motivating subordinate.
Controlling: setting standard such as sales quotas, quality
standards, or productions level; checking to see how actual performance
compares with these standards; taking corrective action as needed.
The important of human resource
management
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To have employees performing at peak capacity
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To hire the right person
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To experience low turnover
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To find employees doing their best
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To commit any fair labor
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To make good training
Line and staff Aspects of HRM
Authority is the right to make decision, to direct the work
of others, and to give order.
Line manager is a manager that authorized to direct to work
of subordinate and is responsible for accomplishing the organization tasks.
Staff manager is a manager that assists and advises line
manager.
Form line to staff: manager may move from line to staff
position over the course of their career.
Line-staff HR cooperation: HR and line manager share
responsibility for most human resource activities.
HR IN SMALL BUSINESESS is not just a shrunken version of big
company human resource management. Small firms generally don’t have the
critical mass required for a full time human resource manager. Their human
resource management therefore tends to be “ad hoc and informal.”
THE CHANGGING ENVIRONTMENT OF HUMAN RESOURCE MANAGEMENT
In most respect, the individual supervisor’s human resource
management-related duties haven’t changed much in many years. Managers has
always been “on front line” when it comes to responsibilities like placing the
right person in their job, and train new employees. What has changed rather
dramatically are the human resource department’s duties and how it does its
job.
Competitive trends
Globalization and competition
Globalization refers to the tendency of firm to extend their
sales, ownership, and/or manufacturing to new markets abroad. More
globalization and competition, and more competition means more pressure to be
world class to lower cost, to make employees more productive, and to do things
better and less expensively.
OUTSOURCING
The search for greater efficiencies is prompting employers
to outsource(export) more jobs to lower cost location abroad.
TECHNOLOGICAL ADVANCES
Technology is changing almost everything businesses do.
THE NATURE OF WORK
Technology is also changing the nature work, even factory
work. In plants throughout the world, knowledge-intensive high technology
manufacturing jobs are replacing traditional factory jobs. Technology based
employees need new skills and training to excel at more complex jobs.
SERVICE JOBS
Technology is not the only trend driving this change from
“brawn to brain”.
HUMAN CAPITAL
Human capital refers to the knowledge, education, training,
skill and expertise of a firm worker. Managers need new world class human
resource management system and skill to select, train and motivate these
employees and to get them to work more like committed partner.
Demographic and
workforce trends
Demographic trend: At the same time, workforce demographic
trend making finding and hiring good employees more challenging.
HUMAN RESOURCE CHANGING ROLE
Competitive, demographic, and workforce trend force
businesses to change how they do things. Human resource management’s role has
therefore shifted to improving organizational performance by tapping the
potential of firm human capital.
IMPORTANT HUMAN
RESOURCE MANAGEMENT ISSUES TODAY
New Human Resource
Management Skills
The evolution of HR’s duties from supplying mostly
administrative services to supplying more strategic and people related
consulting support means human resource manager need to develop new kind of
skills.
1.
Employers and their HR teams need to find new
ways to supply traditional transaction HR service, so as to free up the
resource manager’s time for strategic, internal consulting activities
2.
Human resource manager have to improve their
internal consulting skills.
3.
Moving from supplying administrative services to
supplying consulting and strategic ones often means outsourcing administrative
services like benefits administration to outside vendor. Human resource manager
therefore need to be adept at dealing with outside vendor-they must improve their
HR outsourcing skills.
Strategic Human
Resource Management
Strategic human resource Management is formulating and executing
human resource policies that produce the employee competencies and behavior the
company needs to achieve its strategic aims.
Strategy is the company’s long term plan for how it will
balance its internal strengths and weaknesses with its external opportunities
and threats to maintaining a competitive advantage
Managing Ethics
Ethics is the principles of conduct governing an individual
or a group; specifically the standard you used to decide what your conduct
should be.
HR Certification
SHRM’s (Human Resource Certification Management) offers
these exams. Two level exams test the professional’s knowledge of all aspects
of human resource management, including management practices, staffing,
development, compensation, labor relation, and health and safety. Those who
successfully complete all requirement earn the SPHR (Senior professional in HR)
or PHR (professional in HR) certificate. The Human Resource Certificate
Institute recently began implementation state certification in the US. Manager
can take an online HRCI assessment exam at www.HRCI.org
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If You want to download my presentation about this chapter you can klik download!
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