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Strategy for Human Resource Management
Lecture 6
HRM 765
Last Lecture
Primary Functions of Management
The Strategic Nature of HRM (Partner)
Four basic functions:– Staffing– Training and Development– Motivation– Maintenance
• How External Influences Affect HRM
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Topic
Fundamentals of HRM (Part 2)
Staffing Function Activities
• Employment planning– Ensures that staffing will contribute to the
organization’s mission and strategy
• Job analysis– Determining the specific skills, knowledge and
abilities needed to be successful in a particular job
– Defining the essential functions of the job
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Staffing Function Activities
• Recruitment– the process of attracting a pool of qualified
applicants that is representative of all groups in the labor market
• Selection – the process of assessing who will be successful
on the job, and– the communication of information to assist job
candidates in their decision to accept an offer
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Goals of the Training and Development Function
• Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities
• Orientation and socialization help employees to adapt
• Four phases of training and development– Employee training– Employee development– Organization development– Career development
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Motivation Function
• Activities in HRM concerned with helping employees exert at high energy levels.
• Implications are:– Individual– Managerial– Organizational
• Function of two factors:– Ability– Willingness
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Motivation Function
• Managing motivation includes:– Job design– Setting performance standards– Establishing effective compensation and
benefits programs– Understanding motivational theories
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Motivation Function
• Classic Motivation Theories
– Hierarchy of Needs –Maslow
– Theory X – Theory Y –McGregor
– Motivation – Hygiene – Herzberg
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Hierarchy of Needs –Maslow
How Important is the Maintenance Function
• Activities in HRM concerned with maintaining employees’ commitment and loyalty to the organization.– Health– Safety– Communications– Employee assistance programs
• Effective communications programs provide for 2-way communication to ensure that employees are well informed and that their voices are heard.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Four Functions:– Employment– Training and development– Compensation/benefits– Employee relations
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Employment - Employment specialists:– coordinate the staffing function– advertising vacancies– perform initial screening– interview– make job offers– do paperwork related to hiring
• Training and Development – – help employees to maximize their potential– serve as internal change agents to the organization– provide counseling and career development
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Compensation and Benefits – – establish objective and equitable pay systems– design cost-effective benefits packages that
help attract and retain high-quality employees.– help employees to effectively utilize their
benefits, such as by providing information on retirement planning.
– Internal equity – External equity
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Employee Relations – involves:
– communications– fair application of policies and procedures– data documentation – coordination of activities and services that
enhance employee commitment and loyalty
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Purpose and Elements of HRM Communications– Keep employees informed of what is
happening. – Convey that the organization values
employees. – Build trust and openness, and reinforce
company goals.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Translating HRM Functions into Practice
• Effective Communication programs involve:– Top Management Commitment– Effective Upward Communication– Determining What to Communicate– Allowing for Feedback
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Does HRM Really Matter?
• Research has shown that a fully functioning HR department does make a difference.
• Organizations that spend money to have quality HR programs perform better than those who don’t.
• Practices that are part of superior HR services include:– rewarding productive work– creating a flexible work-friendly environment– properly recruiting and retaining quality workers– effective communications
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
HRM in an Entrepreneurial Enterprise
• General managers may perform HRM functions, HRM activities may be outsourced, or a single generalist may handle all the HRM functions.
• Benefits include– freedom from many government regulations– an absence of bureaucracy– an opportunity to share in the success of
the business
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
HRM in a Global Village
• HRM functions are more complex when employees are located around the world.
• Consideration must be given to such things as foreign language training, relocation and orientation processes, etc.
• HRM also involves considering the needs of employees’ families when they are sent overseas.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
HR and Corporate Ethics
• HRM must:– Make sure employees know about corporate
ethics policies– Train employees and supervisors on how to
act ethically
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
HR and Corporate Ethics
– Establishes penalties for noncompliance. – Provides protection for employees who report
executive wrongdoing. – Requires that companies have mechanisms in
place where complaints can be received and investigated.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Summary
• The Motivation Function• Translating HRM Functions into Practice• Does HRM Really Matter?• HRM in an Entrepreneurial Enterprise• HRM in a Global Village• HR and Corporate Ethics