This document discusses the role of human resource management (HRM) in organizations. It explains that HRM involves employing people, training them, compensating them, developing policies, and retaining employees. The role of HRM includes seven main areas: staffing, workplace policies, benefits and compensation, retention, training and development, employment laws, and employee protection. It also discusses some of the major challenges facing HRM today, such as containing costs, adapting to new technologies, responding to economic conditions, managing a diverse workforce, and addressing ethical issues.
Human Resource ManagementHRM Definitions• ‘HRM invol.docxwellesleyterresa
Human Resource Management
HRM Definitions
• ‘HRM involves the productive use of people in achieving the organization’s strategic objectives and the satisfaction of individual employee needs’ (Stone 2014, p. 4).
• ‘HRM is a strategic approach to managing employee relations which emphasizes that leveraging people’s capabilities and commitment is critical to achieving sustainable competitive advantage or superior public services. This is accomplished through a distinctive set of integrated employment policies, programs and practices, embedded in an organizational and societal context’ (Bratton & Gold 2012, p. 7).
•HRM ‘refers to the policies, practices and systems that influence employees’ behavior, attitudes and performance. Many companies refer to HRM as ‘people management’. To achieve effective outcomes in terms of individual and ultimately organizational performance, these practices need to be linked with the organizational goals, or organizational strategy’ (Kramar et al 2014, p. 6).
•Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques (Storey 2007, p. 7).
• ‘Our conception of HRM covers the policies and practices used to organise work and to employ people. In other words, HRM encompasses the management of work and the management of people to do the work’ (Boxall & Purcell 2008, p. 3).
•Work policies/practices: way the work is organised (e.g. low-discretion jobs where supervisors exercise a high degree of control).
•Employment policies/practices: manner in which firms hire and manage people, including:
•management activities in recruiting, selecting, deploying, motivating, appraising, training, developing and retaining employees
•processes for informing, consulting and negotiating with individuals/groups
•disciplinary activities, contract termination and workforce downsizing.
Critical Issue 1: Globalization
Following the recent Global Financial Crisis and associated financial problems in the EU, what might HR professionals do, both strategically and operationally, to ensure that their organizations’ HRM systems and practices are fully transparent and accountable?
Critical Issue 2: The psychological contract
What do you think has changed in Gen X and Gen Y employees’ psychological expectations of their employers, and vice versa? What do HR professionals need to do to address these new expectations?
Critical Issue 5: HR ethics
Choose a current ethical issue in organisations (for example, bribery, corruption, discrimination or harassment) and discuss its implications for HRM policies and practices.
Critical Issue 1: Terminology
What are the key terms used in the modern organisation, and what signals do they send about the intended nature of the employment relationship?
Critical Issue 2: Responsibilities
To what degree are ...
This lecture is prepared for the teaching learning process purpose in Bahir Dar University, College of Business and Economics, Department of Management.
Human Resource ManagementHRM Definitions• ‘HRM invol.docxwellesleyterresa
Human Resource Management
HRM Definitions
• ‘HRM involves the productive use of people in achieving the organization’s strategic objectives and the satisfaction of individual employee needs’ (Stone 2014, p. 4).
• ‘HRM is a strategic approach to managing employee relations which emphasizes that leveraging people’s capabilities and commitment is critical to achieving sustainable competitive advantage or superior public services. This is accomplished through a distinctive set of integrated employment policies, programs and practices, embedded in an organizational and societal context’ (Bratton & Gold 2012, p. 7).
•HRM ‘refers to the policies, practices and systems that influence employees’ behavior, attitudes and performance. Many companies refer to HRM as ‘people management’. To achieve effective outcomes in terms of individual and ultimately organizational performance, these practices need to be linked with the organizational goals, or organizational strategy’ (Kramar et al 2014, p. 6).
•Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques (Storey 2007, p. 7).
• ‘Our conception of HRM covers the policies and practices used to organise work and to employ people. In other words, HRM encompasses the management of work and the management of people to do the work’ (Boxall & Purcell 2008, p. 3).
•Work policies/practices: way the work is organised (e.g. low-discretion jobs where supervisors exercise a high degree of control).
•Employment policies/practices: manner in which firms hire and manage people, including:
•management activities in recruiting, selecting, deploying, motivating, appraising, training, developing and retaining employees
•processes for informing, consulting and negotiating with individuals/groups
•disciplinary activities, contract termination and workforce downsizing.
Critical Issue 1: Globalization
Following the recent Global Financial Crisis and associated financial problems in the EU, what might HR professionals do, both strategically and operationally, to ensure that their organizations’ HRM systems and practices are fully transparent and accountable?
Critical Issue 2: The psychological contract
What do you think has changed in Gen X and Gen Y employees’ psychological expectations of their employers, and vice versa? What do HR professionals need to do to address these new expectations?
Critical Issue 5: HR ethics
Choose a current ethical issue in organisations (for example, bribery, corruption, discrimination or harassment) and discuss its implications for HRM policies and practices.
Critical Issue 1: Terminology
What are the key terms used in the modern organisation, and what signals do they send about the intended nature of the employment relationship?
Critical Issue 2: Responsibilities
To what degree are ...
This lecture is prepared for the teaching learning process purpose in Bahir Dar University, College of Business and Economics, Department of Management.
2. Lecture : khaddar Mohamed abdulle
Chaperone: the role of human resource
management
Human resource management ( HRM)
3. Chapter objective
1. Explain the role of HRM in organizations.
2. Define and discuss some of the major HRM kills.
3. Awareness of External Factors.
4. Today’s HRM Challenges.
4. What Is HRM?
• Human resource management (HRM) is the process
of employing people, training them, compensating
them, developing policies relating to them, and
developing strategies to retain them.
5. What Is HRM?
• HRM has undergone many changes over the last
twenty years, giving it an even more important role
in today’s organizations.
• In the past, HRM meant processing payroll,
sending birthday gifts to employees, arranging
company outings, and making sure forms were
filled out correctly—in other words, more of an
administrative role rather than a strategic role
crucial to the success of the organization.
6. The Role of HRM
Human resource management involves seven main
areas:
1. staffing.
2. workplace policies.
3. benefits and compensation.
4. Retention.
5. training and development.
6. employment laws.
7. employee protection.
7. Staffing
1. Development of a staffing plan.
2. Development of policies to encourage
multiculturalism at work.
3. Recruitment.
4. Selection.
9. benefits and compensation
Health Benefits
retirement plans
Stock purchase plans
Vacation time
Sick leave
Bonuses
Tuition reimbursement
10. Awareness of External Factors
Globalization and offshoring
Changes to employment law
Health-care costs
Employee expectations
Diversity of the workforce
Changing demographics of the workforce
A more highly educated workforce
Layoffs and downsizing
Technology used, such as HR databases
14. Technology
• Technology also creates a workforce that expects to
be mobile. Because of the ability to work from
home or anywhere else.
• The large variety of databases available to perform
HR tasks is mind boggling. For example, databases
are used to track employee data, compensation.
15. The Economy
• Tough economic times in a country usually results in
tough times for business, too. High unemployment
and layoffs are clearly HRM and managerial issues.
• Likewise, in a growth economy, the HR manager
may experience a different kind of stress. Massive
hiring to meet demand might occur if the economy is
doing well.
17. Ethics
• Ethics and monitoring of ethical behavior are also
challenges in HRM. Setting ethical standards and
monitoring ethical behavior, including developing a
code of conduct.
• Avoid all conflicts of interest between work and
personal affairs.
• Strive to create a safe workplace and to protect the
environment.
