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Introduction to Human Resource Management

intro to HRM and one challenge it encounters

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Introduction to Human Resource Management

  1. 1. Human Resource Management Chapter 1 – The Challenge of Human Resource and Management
  2. 2. Human Resource Management The process of managing human talent to achieve an organization’s objective.
  3. 3. Why Study HRM? • Opportunity to manage people • Have a good understanding
  4. 4. How to build human capital in organizations?  Continue to develop superior knowledge skills  Experience within their workforces  Retain and promote top performers Human capital – the knowledge, skills and capabilities of individuals that have economic value to an organization
  5. 5. Challenge #1: Responding Strategically to Changes in the Marketplace  What is our entry strategy?  Who should we send first?  Where should we locate our sales, production and other personnel?  How do we manage a crisis?
  6. 6. MODIFY THE WAY THEY OPERATE TO BE SUCCESSFUL  Six Sigma Quality – a set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement.  Reengineering – rethink and redesigning of business process to achieve improvements in cost, quality, service and speed  Downsizing – the planned elimination of jobs  Outsourcing – hiring someone outside the company
  7. 7. Change Management - A systematic way of bringing about and managing both organization changes and changes on the individual level  Envision the future  Communicate this vision to employees  Set clear expectations for performance  Develop the capability to execute by recognizing people and relocating assets
  8. 8. 2 STRATEGIC CHANGES REACTIVE CHANGE - Result when external forces have already affected an organization’s performance PROACTIVE CHANGE - to have advantage of targeted opportunities particularly in fast- changing industries
  9. 9. Keep in mind…  HR’s role is not all about providing advice to CEO’s and supervisors  HR managers are also responsible for listening to and advocating on behalf of employees to make sure their interests are aligned with those of the firm and vice versa