4. 1-4
What are the main focus of HRM?
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“To take action in managing
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in order to be
aligned with global needs
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for future success”
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5. 1-5
What is the transition of HRM?
PPAASSTT PPRREESSEENNTT
6. 1-6
Strategic Importance of HRM Traditional HRM Strategic HRM
Responsibility for
human resources
Specialists Line managers
Objective Better performance Improved understanding and
use of human assets
Role of HRM Respond to needs Lead, inspire, understand
Time focus Short-term results Short, intermediate, long term
Control Rules, policies, position
power
Flexible, based on human
resources
Culture Bureaucratic, top-down,
centralization
Open, participative,
empowerment
Major emphasis Following the rules Developing people
Accountability Cost centers Investment in human assets
7. 1-7
What is the
Strategic Importance of HRM?
HRM accountability resulted from:
Concerns about productivity
Organizational downsizing and redesign
Increasingly diverse workforce
Competitive need to use all
organizational resources
9. 1-9
How To Provide Trained,
Motivated Workers?
Reward good results
Don’t reward non-performance
Make goals clear
Measure results clearly, fairly
Provide the right people
at the right time
10. 1-10
Hrm Objectives
• Human capital : assisting the organization in
obtaining the right number and types of
employees to fulfil its strategic and operational
goals
• Developing organizational climate: helping to
create a climate in which employees are
encouraged to develop and utilize their skills to
the fullest and to employ the skills and abilities
of the workforce efficiently
11. 1-11
Hrm Objectives
• Helping to maintain performance standards and
increase productivity through effective job design
providing adequate orientation, training and
development; providing performance-related
feedback and ensuring effective two-way
communication.
12. 1-12
To help maintain ethical polices and
behaviour.
• Rules and regulation of the organization
• Don’t discriminate
• Don’t be racist
• The rights of the employee are importants
14. 1-14
Outsourcing
• Hiring a person that has the expertise
• Outside of the company that are qualify for the job
• People assumption about outsourcing
• Outsourcing is more efficient
• Reducing cost
• Improve productivity
• Many have disagree with this assumption
15. 1-15
HRM Policy
• Guide for the organization in decision making
• To solve any problem
• Maintain Employee behavior
16. 1-16
HRM Procedure
• Based on the SOP (Standard Operation Procedure
Manuals)
• Perfection development
• Develop for only the most vital areas
• Consistent Decision Making
