The document discusses various topics related to human resource management including authority, organization of HR departments, types of organizational structures, differences between organizational structures and org charts, line and staff authority, responsibilities of line managers and HR managers, challenges for HR managers, and prospects for careers in HRM. It provides details on functions of HR managers such as staffing, human resource development, compensation and benefits, and safety and health.
Line and staff, responsibility of hrm lecture_ 02 classabir hossain
Authority is the right to make decisions, to direct the work of others, and to give orders.
Authority refers to the rights inherent in a managerial position to give orders and expect the orders to be obeyed.
Authority was a major tenet of the early management writers, the glue that held the organization together.
It was to be delegated downward to lower-level managers. Each management position has specific inherent rights that incumbents acquire from the position's rank or title.
Authority is related to one's position and ignores personal characteristics. When a position of authority is vacated, the authority remains with the position.
Line Authority
Staff Authority
Functional Authority
Line Manager
Staff Manager
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
Line and staff, responsibility of hrm lecture_ 02 classabir hossain
Authority is the right to make decisions, to direct the work of others, and to give orders.
Authority refers to the rights inherent in a managerial position to give orders and expect the orders to be obeyed.
Authority was a major tenet of the early management writers, the glue that held the organization together.
It was to be delegated downward to lower-level managers. Each management position has specific inherent rights that incumbents acquire from the position's rank or title.
Authority is related to one's position and ignores personal characteristics. When a position of authority is vacated, the authority remains with the position.
Line Authority
Staff Authority
Functional Authority
Line Manager
Staff Manager
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
Fundamental of Human Resource Management (BIM)abir hossain
The quality and effectiveness of the organization are determined by the quality of the people that are employed.
Success for most organizations depends on finding the employees with the skills to successfully perform the tasks required to attain the company’s strategic goals.
According to the British Institute of Personnel Management :
“Personnel Management can be defined as “that part of management which is concerned with people at work and with their relationship within an organization.”
Managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
Fundamental of Human Resource Management (BIM)abir hossain
The quality and effectiveness of the organization are determined by the quality of the people that are employed.
Success for most organizations depends on finding the employees with the skills to successfully perform the tasks required to attain the company’s strategic goals.
According to the British Institute of Personnel Management :
“Personnel Management can be defined as “that part of management which is concerned with people at work and with their relationship within an organization.”
Managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
Human Resource Management is the process of acquiring,training,appraising,and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
Human Resource Management_MSB.pptx- Dr.M.S. Balaji, Associate Professor & Hea...BBAsourashtracollege
This Presentation helps to:
To Understand the fundamental Concepts and functions of Human Resource Management.
To Explain about Job Analysis and Full Life Cycle of Recruitment Process.
To Demonstrate on Training and Development, Types and Methods.
To understand about Wage and Salary Management and methods involved in it.
To impart knowledge on Performance appraisal and its
methods.
Human Resource Management .pptx
Includes Planning , Controlling , Directing , Leading.
Also discusses Importance of HRM , Role of HRM .
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We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
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He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
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2. Authority is the right to make decisions, to direct the work of others, and to give orders.
•Authority refers to the rights inherent in a managerial position to give orders and expect
the orders to be obeyed.
•Authority was a major tenet of the early management writers, the glue that held the
organization together.
•It was to be delegated downward to lower-level managers. Each management position
has specific inherent rights that incumbents acquire from the position's rank or title.
Authority is related to one's position and ignores personal characteristics. When a
position of authority is vacated, the authority remains with the position.
Authority
Shaikh Sajibur Rahman,AMC,BIM.
3. Organization of HR Department
Line Authority
Staff Authority
Functional Authority
Line Manager
Staff Manager
Shaikh Sajibur Rahman,AMC,BIM.
4. Type Focus Documentation Change Frequency
Organizational
Structure Function-centric
Purpose,
accountabilities,
KPIs
Infrequent,
changes with
strategy
Org Chart
People-centric
Titles, job
descriptions, HR
stuff
Frequent, changes
with people
Differences Between an Organizational Structure and an Org. Chart
Shaikh Sajibur Rahman,AMC,BIM.
7. Line and Staff Organization
Shaikh Sajibur Rahman,AMC,BIM.
8. Differences Between an Organizational Structure and an Org. Chart
• Organizational structure is designed around the functions a business performs
(e.g., sales, marketing, finance, engineering, etc.).
• An org chart is built around people and titles.
• Organizational structure defines the purpose, accountabilities, and key
performance indicators (KPIs) for each business function and role.
• An org chart shows each person’s job title and may include HR stuff like job
requirements.
• Once correctly defined, a structure changes infrequently—for example, when
there’s a change in strategy like a new product initiative or a move up to a new
stage in the execution lifecycle.
• An org chart needs to be updated frequently as people come and go. It’s out of date
almost the minute it’s created.
Shaikh Sajibur Rahman,AMC,BIM.
9. Line Managers Human Resource Duties
Placing the right person in the right job
orienting new employees in the organization
Training employees for jobs that are new to them
Improving the job performance of each person
Gaining cooperation and developing smooth working relationships
Interpreting the company s policies and procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining department morale
Protecting employees health and physical condition
Shaikh Sajibur Rahman,AMC,BIM.
10. Human Resource Manager s Duties/Functions of the HR
Manager/responsibilities of staff (HR) managers
A Line Function: The HR manager directs the activities of the people in his or
her own department and in related service areas.
A Coordinative Function: HR managers also coordinate personnel activities, a
duty often referred to as functional control.
Staff (Assist and Advise) Functions: Assisting and advising line managers is the
heart of the HR manager‘s job
Shaikh Sajibur Rahman,AMC,BIM.
12. Prospects of HRM as a Career
A Human Resource Manager
A Recruiter Manager
Compensation Manager
Employer Relation Manager
Strategic Manager
HR Of An International Organization
A Manager Or Management Trainee
A Consultant (Possibly With A Specialization In HRM-Related
Issues
Shaikh Sajibur Rahman,AMC,BIM.
15. Line authority entitles a manager to direct the work of an employee. It is the
employer-employee authority relationship that extends from top to bottom.
A line manager directs the work of employees and makes certain decisions
without consulting anyone.
Sometimes the term line is used to differentiate line managers from staff
managers.
Line emphasizes managers whose organizational function contributes
directly to the achievement of organizational objectives.
Line Authority
Shaikh Sajibur Rahman,AMC,BIM.
16. Staff managers have staff authority. A manager's function is classified as line or staff
based on the organization's objectives.
As organizations get larger and more complex, line managers find that they do not
have the time, expertise, or resources to get their jobs done effectively.
They create staff authority functions to support, assist, advice, and generally reduce
some of the informational burdens they have.
Staff Mangers and Staff Authority
Shaikh Sajibur Rahman,AMC,BIM.
17. The authority exerted by a personnel manager as a coordinator of personnel activities.
Here the manager acts as “the right arm of the top executive.”
Functional control
Shaikh Sajibur Rahman,AMC,BIM.
18. Line VS Staff Authority – Authority is the right to make decisions,
to direct the work of others, and to give orders.
Line managers are authorized to direct the work of subordinates.
Whereas staff managers are authorized to assist and advise line
managers in accomplishing their basic goals.
HR managers are generally staff managers.
•Line Managers’ HRM Responsibilities – Most line managers are
responsible for line functions, coordinative functions, and some
staff functions.
Line versus Staff Authority
Shaikh Sajibur Rahman,AMC,BIM.
19. In recruiting and hiring, it’s generally the line manager’s responsibility to specify
the qualifications employees need to fill specific positions. Then the HR staff
takes over. They develop sources of qualified applicants and conduct initial
screening interviews. They administer the appropriate test. Then they refer the
best applicants to the supervisor (line manager), who interviews and selects the
ones he/she wants.
Cooperative line and staff HR management
Shaikh Sajibur Rahman,AMC,BIM.
20. Authorized to direct the work of subordinates—they’re always someone’s boss. In
addition, line managers are in charge of accomplishing the organization’s basic
goals.
Line Managers’ Human Resource Management Responsibilities
•Placement
•Orientation
•Training
•Improving job performance
•Gaining creative cooperation
•Interpreting policies and procedures
•Controlling labor costs
•Developing employee abilities
•Creating and maintaining departmental morale
•Protecting employees’ health and physical condition
Line Manager
Shaikh Sajibur Rahman,AMC,BIM.
21. Staff managers assist and advise line managers in accomplishing these basic goals.
They do, however, need to work in partnership with each other to be successful.
Some examples of the HR responsibilities of staff managers include assistance in
following tasks :
Hiring,
Training,
Evaluating,
Rewarding,
Counseling,
Promoting,
Firing of employees, and the administering of various benefits programs.
Responsibilities Of Staff Managers
Shaikh Sajibur Rahman,AMC,BIM.
22. An individual who normally acts in an advisory or staff capacity, working
with other managers to help them deal with human resource matters.
One general trend is that HR personnel are servicing an increasing number of
employees. The human resource manager is primarily responsible for
coordinating the management of human resources to help the organization
achieve its goals.
There is a shared responsibility between line managers and human resource
professionals.
The recognition of HR as a legitimate business unit has made it highly
strategic in nature and more critical to achieving corporate objectives.
Responsibilities Of Staff Managers
Shaikh Sajibur Rahman,AMC,BIM.
23. Functions of HR Manager in HRM Department
Staffing
An organization must have qualified individuals, in specific jobs at specific places
and times, in order to accomplish its goals.
Obtaining such people involves job analysis, human resource planning,
recruitment, and selection.
Human resource planning (HRP) is the process of systematically reviewing
human resource requirements to ensure that the required numbers of
employees, with the required skills, are available when needed.
Shaikh Sajibur Rahman,AMC,BIM.
24. Human Resource Development
A major HRM function that consists not only of training and development but also
individual career planning and development activities and performance appraisal, an
activity that emphasizes T&D needs.
Training is designed to provide learners with the knowledge and skills needed for their
present jobs.
Development involves learning that goes beyond today’s job; it has a more long-term focus.
Human resource development (HRD) helps individuals, groups, and the entire organization
become more effective. It is essential because people, technology, jobs, and organizations
are always changing.
Functions of HR Manager in HRM Department
Shaikh Sajibur Rahman,AMC,BIM.
25. Compensation and Benefits
The term compensation includes all rewards that individuals receive as a
result of their employment. The reward may be one or a combination of the
following:
Pay: The money that a person receives for performing a job.
Benefits: Additional financial rewards other than base pay include paid
vacations, sick leave, holidays, and medical insurance.
Non financial rewards: Non monetary rewards, such as enjoyment of the
work performed or a pleasant working environment.
Functions of HR Manager in HRM Department
Shaikh Sajibur Rahman,AMC,BIM.
26. Safety And Health
Safety involves protecting employees from injuries caused by work-
related accidents.
Health refers to the employees’ freedom from illness and their general
physical and mental well-being.
These aspects of the job are important because employees who work in a
safe environment and enjoy good health are more likely to be productive
and yield long-term benefits to the organization.
Functions of HR Manager in HRM Department
Shaikh Sajibur Rahman,AMC,BIM.
27. Employee And Labor Relations
Since 1983, union membership has fallen approximately 8 percent, to only 13.9
percent of the workforce, the lowest level since the Great Depression.
Subtracting government employees, unions represent only 9.5 percent of the
private industry workforce. Even so, a business firm is required by law to
recognize a union and bargain with it in good faith if the firm’s employees want
the union to represent them. In the past, this relationship was an accepted way
of life for many employers. But most firms today would like to have a union-free
environment.
Functions of HR Manager in HRM Department
Shaikh Sajibur Rahman,AMC,BIM.
28. Human Resource Research
Although human resource research is not listed as a separate function, it
pervades all HRM functional areas, and the researcher’s laboratory is the
entire work environment.
Interrelationships of HRM Functions
All HRM functional areas are highly interrelated. Management must
recognize that decisions in one area will affect other areas. The
interrelationships among the five HRM functional areas will become more
obvious as we address each topic throughout the book.
Functions of HR Manager in HRM Department
Shaikh Sajibur Rahman,AMC,BIM.