The document discusses human resource management in organizations. It describes human resource management as designing systems to ensure human talent is used efficiently to accomplish organizational goals. Both HR specialists and operating managers have roles in implementing HR processes and systems. The document then covers various HR management functions like strategic planning, staffing, development, compensation, and their role in shaping organizational culture to align with goals. Finally, it discusses the cooperation between HR units and line managers in staffing activities, and how HR technology can provide tools to support these functions.

1. Human Resource Management inHuman Resource Management in
OrganizationsOrganizations

2. Nature of Human Resource ManagementNature of Human Resource Management
• Human Resource (HR) ManagementHuman Resource (HR) Management
 Designing management systems to ensure thatDesigning management systems to ensure that
human talent is used effectively and efficiently tohuman talent is used effectively and efficiently to
accomplish organizational goals.accomplish organizational goals.
• Who Is an HR Manager?Who Is an HR Manager?
 In the course carrying out their duties, every operatingIn the course carrying out their duties, every operating
manager is, in essence, an HR manager.manager is, in essence, an HR manager.
 HR specialists design processes and systems thatHR specialists design processes and systems that
operating managers help implement.operating managers help implement.

3. Types of Organizational AssetsTypes of Organizational Assets
Assets
Physical Financial Intangible Human

4. Human Capital in OrganizationsHuman Capital in Organizations
Human Capital
The collective value of the
capabilities, knowledge,
skills, life experiences, and
motivation of an
organizational workforce.
Core Competency
A unique capability that
creates high value and
differentiates an organization
from its competition.

5. HR Management Functions

6. HR Management: Interlinked FunctionsHR Management: Interlinked Functions
1.1. Strategic HR ManagementStrategic HR Management
2.2. Equal Employment OpportunityEqual Employment Opportunity
3.3. StaffingStaffing
4.4. Talent Management and DevelopmentTalent Management and Development
5.5. Total Rewards: Compensation and BenefitsTotal Rewards: Compensation and Benefits
6.6. Risk Management and Worker ProtectionRisk Management and Worker Protection
7.7. Employee and Labor RelationsEmployee and Labor Relations

7. Organizational Culture and HROrganizational Culture and HR
• Organizational CultureOrganizational Culture
 Is the shared values and beliefs in an organization.Is the shared values and beliefs in an organization.
 Is the internal “climate” of the organization thatIs the internal “climate” of the organization that
employees, managers, customers, and othersemployees, managers, customers, and others
experience.experience.
 Positively affects service and quality, productivity,Positively affects service and quality, productivity,
and financial results when aligned with HR valuesand financial results when aligned with HR values
and organizational goals.and organizational goals.
 Is affected by differences in cultural dimensionsIs affected by differences in cultural dimensions
from country to country and even within countries.from country to country and even within countries.

8. Business Ethics and HR Management Consequences

9. HR’s Role in Organizational EthicsHR’s Role in Organizational Ethics
Legal Question Ethical Question
• Does the behavior or
result meet all
applicable laws,
regulations, and
government codes?
• Does the behavior or
result meet both
organizational standards
and professional
standards of ethical
behavior?

10. HR TechnologyHR Technology
• Human Resource Management System (HRMS)Human Resource Management System (HRMS)
 An integrated system providing information used byAn integrated system providing information used by
HR management in decision making.HR management in decision making.
• Purposes of HRMS Data CollectionPurposes of HRMS Data Collection
 Administrative and operational efficiency in :Administrative and operational efficiency in :
 Automation of payroll and benefit activitiesAutomation of payroll and benefit activities
 EEO/affirmative action trackingEEO/affirmative action tracking
 Web-based communication with employeesWeb-based communication with employees
 Availability of data for HR strategic planningAvailability of data for HR strategic planning

11. Uses of a Web-Based HRMSUses of a Web-Based HRMS
HRMS on
the Internet
Bulletin
Boards
Data
Access
Employee
Self-Service
Extended
Linkage

12. HR Cooperation with Operating and Line ManagersHR Cooperation with Operating and Line Managers
• HR UnitHR Unit
 Develops legal, effectiveDevelops legal, effective
interviewing techniquesinterviewing techniques
 Trains managers inTrains managers in
conducting selectionconducting selection
interviewsinterviews
 Conducts interviews andConducts interviews and
testingtesting
 Sends top three applicantsSends top three applicants
to managers for final reviewto managers for final review
 Checks referencesChecks references
 Does final interviewing andDoes final interviewing and
hiring for certain jobhiring for certain job
classificationsclassifications
• ManagersManagers
 Advise HR of job openingsAdvise HR of job openings
 Decide whether to do ownDecide whether to do own
final interviewingfinal interviewing
 Receive interview trainingReceive interview training
from HR unitfrom HR unit
 Do final interviewing andDo final interviewing and
hiring where appropriatehiring where appropriate
 Review referenceReview reference
informationinformation
 Provide feedback to HR unitProvide feedback to HR unit
on hiring/rejection decisionson hiring/rejection decisions

13. Roles of HR Management