This document provides an introduction to human resource management. It discusses key topics such as the definition of HRM, its importance and functions. The roles of HR managers and line managers are explained. The chapter also covers the changing environment of HRM due to factors like globalization, technology, workforce demographics. It emphasizes that HRM needs to be more strategic to help organizations gain a competitive advantage in the current business landscape.

2. An introduction to Human Resource Management
Lecturer: Nguyen The Man
CHAPTER 1

3. REFERENCES
 1. Noe R. A. et. al. (2020), Fundamentals of Human Resource
Management, 8th Edition, McGraw Hill
 2. Dessler G., Tan C.H., Human resource management- An Asian
perspective, 2nd edition, Pearson, 2009.
 3. Set of Human Resource management books, MPDF, Business
Edge, Youth Publishing House , 2005.
 4. Dr. Nguyen Ngoc Quan, Human Resource management,
University Economics Of People Publishing House, 2007
 5. Dr. Tran Kim Dung, Human Resource management, Statistic
Publishing House., 2009.

4. LEARNING OBJECTIVES
Define Human Resource Management
Explain the significance of HRM
Discuss functions of HRM
Explain the changing role of HR managers
Discuss the changing environment of HRM

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I. Human Resource Management at Work
• What is Management?
Functions and
activities of a
HR Manager
Plan
Control
Organize
Staff Lead

6. • What is Human Resource Management?
-HRM is the process of recruiting, training, appraising and rewarding
employees
• What is HRM important to Managers?
-HRM is important to managers since it helps them to avoid some of
the personnel mistakes you do not want to make while managing a
company such as hiring the wrong person for the job, a high
employee turn-over problem, etc..
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I. Human Resource Management at Work

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8. I. Human Resource Management
at Work
Line and staff aspects of HRM
HR managers’ duties are different from those of line managers. It is the
difference between line and staff authority.
Authority: is the right to make decisions and give orders.
Line authority: is the authority of managers to direct people in their department.
Staff authority: gives the HR manager the right to advise other managers or
employees.
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9. I. Human Resource Management at
Work
Line Manager’s HR Duties
 Place the right person on the right job
 Orientate new employees
 Train employees
 Improve the job performance
 Develop good working relationships among employees
 Interpret the company’s policies and procedures
 Control costs
 Develop staff’s abilities
 Protect staff’s health and physical condition
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10. I. Human
Resource
Management at
Work
HR
Manager’s
Duties
10
Functions of a
HR Manager
Line function
- Direct activities in
own department
- Have staff
authority over
other
departments in
employment
related-issues
Coordination function
- Coordinates HR activities and HR-
related issues
Staff function
- Advise and assist CEO
and other managers to
understand HR issues

11. I. Human Resource Management at
Work
Size of HR
department
It depends on
the size of the
company
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Figure: HR Organizational
Chart (Small Company)

12. I. Human Resource Management
at Work
• Size of HR
department
-It depends on the
size of the
company
12
Figure: HR
Organizational
Chart (Large
Company)

13. I. Human Resource Management at Work
Cooperative Line and Staff HR Management
1. The line manager’s responsibility is to specify the
qualifications employees need to fill specific positions.
2. HR staff then develops sources of qualified applicants
and conduct initial screening interviews
3. HR administers the appropriate tests and refers the best
applicants to the supervisor (line manager), who
interviews and selects the ones he or she wants.
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14. II. Importance of HRM
• HRM helps the organization achieve competitive advantage
• It plays an important role in identifying human resource problems in
a firm and providing solutions
• It influence and increase employee commitment
• It motivates staff
• It increases organization's performance
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15. II. Importance of HRM
• It manages any
changes that
happen in an
organization due to
merging activities,
or business
downsizing
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Role of HRM
Department
Medium
Planner
Facilitator
Auditor Coordinator

16. II. Importance of HRM
• Planner: staffing, planning manpower needs, recruitment and employee selection
• Facilitator: training, development, orientation
• Coordinator: employee health and safety, amenities and benefits
• Auditor: oversee employee performance and control compensation offers
• Mediator: act as a middle man in matters pertaining to employee discipline issues, consultation with worker’s
union, handling conflicts and employee dissatisfaction
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17. III. Functions of HRM
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HRM functions

18. IV. A Changing HR Environment
• Globalization
• Technological Advances
• Exporting Jobs
• The Nature of Work
• Workforce Demographics
18

19. Employment Exodus:
Projected Loss of Jobs and Wages
19

20. 1. Globalization
• An organization has to identify a human resource manager that is able to:
• Perform his duties in a foreign country
• Design training programs and development opportunities to increase
understanding foreign work practice act and culture
• Make changes to the compensation plan
20

21. 2. Technological advances
• The use of human resource information technology has influenced a lot of
today’s human resource management practices, such as:
• Provide up-to-date information for forecasting, overseeing, and making
decisions
• Help in recruitment, speed up the processing of information, and increase
internal and external communication process
21

22. 3. Changes in the nature of work
Technology is also changing the nature of work. Factory jobs have been automated. In order to form a valuable team, an
organization needs to strategize to ensure its resources are
• Knowledgeable
• Skillful; and
• Experienced
22

23. 4. Changes in workforce demographics
• Workforce has become more diverse. Employees are of different race, religion, nationality, gender and culture.
• Diversity management
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24. V. The changing role of HRM
• Employers now expect their HR functions to be more strategic
• What is strategic planning?
• The company’s plan to match its internal strengths and weaknesses with
external opportunities and threats to maintain a competitive advantage.
• What is strategic HRM?
• It means formulating HR policies and introducing practices that produce
employee competencies and behaviors that the company needs to achieve its
strategic goals.
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25. V. The changing role of HRM
• Creating high-performance work systems
• Outsourcing HR activities
• High-performance work system
25

26. Activity 1: Multiple choice questions
1. In order to enable an organisation to compete in the 21st century, human resource
management needs to focus on …….
A. Developing production planning
B. Rationalising scientific management principles
C. Developing a skillful and flexible workforce
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27. 2. Below are the main activities of the HR Department EXCEPT…..
A. Directing operations manager
B. Giving services, advice and counseling
C. Developing and implementing organization policy
D. Administer recruitment and training programmes
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28. 3. The key to quality product and services for an organisation depends on how it manages……
A. Budget
B. Project
C. Labour union strictly
D. employees
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29. 4. The HR owned by an organisation can be used to compete if the resource is …..
A. Paid special attention
B. Well looked after
C. Well managed
D. Given attractive rewards
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30. 5. Which of these is Not one of the main technological effects towards human resource management?
A. Technology has changed the methods used to gather information of employee transfer
B. Technology has sped up the employee intake data processing
C. Technology has eliminated supervising roles in employee management
D. Technology has improved internal and external communications process
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31. Activity 2
• Read the two case study and answer question (page 23, 24)
• Write down your group’s answers and submit them to your lecturer
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