MODULE 1: Introduction to HRM

• HUMAN RESOURCES MANAGEMENT

  • It is the organizational function that manages all of the issues related to the people in an organization.
  • It includes but is not limited to compensation, recruitment, and hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration, and training.
  • The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
• HRM Staff Members

  They are partially responsible for ensuring that the organization has an overall mission, vision, and values that are shared and provide an overarching reason for employees to want to work for their organization.
• Globalization is the process of interaction and integration among the people, companies, and governments of different nations, driven by international trade and investment, accelerated by IT.
• 5 MAIN GOALS OF HUMAN RESOURCES MANAGEMENT:

  1. Attract employees
  2. Hire employees
  3. Train employees
  4. Motivate employees
  5. Retain employees
• Strong employees in an organization means a competitive advantage for the HRM.
• HRM operates in a global business environment. Countries have different:

  • Values
  • Morals
  • Customs
  • Political, economic, and legal systems
• Knowledge workers are the individuals whose jobs are designed around the acquisition and application of information.
• HRM information systems help to:

  • Facilitate HR plans
  • Make decisions faster
  • Clearly define jobs
  • Evaluate performance
  • Provide desirable, cost-effective benefits
• HR managers use technology to:

  • Recruit, hire, and train employees
  • Motivate and monitor workers
  • Research fair compensation packages
  • Communicate throughout the organization
  • Evaluate decentralized employees' performance
• Workforce Diversity is the ways in which people in an organization are different from and similar to the another.
• Today's workers want to have a healthy work/life balance:

  • They can work anytime, from almost anywhere
  • Work more than 40 hours per week
  • They are part of a dual-income household
• Lack of Work Schedule Flexibility is the number one reason for leaving a company.
• Labor Supply is that HR managers monitor for company goals to workforce numbers.
• Trend is the rightsize: fit company goals to workforce numbers.
• Organizations want more flexibility to better respond to change.
• Rightsizing-linking employees needs to organizational strategy.
• Outsourcing is the sending work outside the organization to be done by individuals not employed full-time with the organization.
• For agility, companies build a contingent workforce:

  • Part-time workers
  • Temporary workers
  • Contract workers
• Continuous Improvement Programs

  HR managers help workers adapt to continuous improvement changes through retaining, providing answers, and monitoring expectations.
• Continuous Improvement Programs involve the following:

  • Focus on customer
  • Concern for continuous improvement
  • Concern for total quality
  • Accurate measurement
  • Empowerment of employees
• Employee Involvement is all about employee empowerment through involvement, which increases worker productivity and loyalty.
• Code of Ethics is a formal statement of an organization's primary values and the ethical rules it expects members to follow.
• Challenges in HRM:

  • Individuals differ from one another
  • Customization of stimulation and motivation
  • Demanding personnel