MODULE 2: HRM FUNCTIONS INTRODUCTION

• IMPORTANCE OF HRM

  • HRM has a dual nature: supports the organization's strategy & represents and advocates for the employees.
  • Strategic HRM aligning HR policies & decisions with the organizational strategy and mission.
• HRM FUNCTIONS:

  1. Staffing
  2. Training and Development
  3. Motivation
  4. Maintenance
• Staffing activities in HRM concerns with seeking and hiring qualified employees.
• Recruiting => use accurate job descriptions to obtain an appropriate pool of applicants.
• Selection => thin out pool of applicants to find the best choice.
• Training and Development assists employees to develop up to date skills, knowledge, and abilities.
• Staffing consists of:

  • Recruiting
  • Selection
• Training and Development consists of:

  • Orientation
  • Employee Training
  • Employee Development
  • Organizational Development
  • Career Development
• Orientation => teach the rules, regulations, goals, and culture of the company.
• Employee Training => help employees acquire better skills for the job.
• Employee Development => prepare employees for future position(s) in the company.
• Organizational Development => help employees adapt to the company's changing strategic directions.
• Career Development => provide necessary information and assessment in helping employees realize career goals.
• Motivation activities in HRM concerned with helping employees exert at high energy level.
• Motivation consists of:

  • Performance Appraisals
  • Rewards and Compensation
  • Employee Benefits
• Performance Appraisals => standards for each employee; must provide feedback.
• Rewards and Compensation => must be link between compensation and performance.
• Employee Benefits => should coordinate with a pay-for-performance plan,
• Maintenance activities in HRM concerned with maintaining employee's commitment and loyalty to the organization.
• Maintenance consists of:

  • Safety and Health
  • Communications and Employee Relations
• Safety and Health => caring for employees' well-being has a big effect on their commitment.
• Communications and Employee Relations => keep employees well-informed of company doings, and provide a means of venting frustrations.
• EXTERNAL INFLUENCES ON HRM:

  1. Dynamic Environment
  2. Laws and Regulations
  3. Labor Unions
  4. Management Thought
• Dynamic Environment involves with:

  • Globalization
  • Technology
  • Teams
  • Workforce Diversity
  • Employee Involvement
  • Changing Skill Requirements
  • Ethics
  • Continuous Improvement
• Laws and Regulations

  • Legislation has an enormous effect on HRM
  • Laws protect employee rights to union representation, fair wages, family medical leave, and freedom from discrimination based on conditions unrelated to job performance.
• Labor Unions

  • Assist workers in dealing with company management
  • Negotiate wages, hours, and other terms of employment
  • Promote and foster a grievance procedure between workers and management
• Management Thought has early theories of management that promoted today's HRM operations:

  • Frederick Taylor
  • Hugo Munsterberg
  • Mary Parker Follet
  • Elton Mayo's Hawthorne Studies
• Frederick Taylor => developed principles to enhance worker productivity.
• Hugo Munsterberg => devised improvements to worker testing, training, evaluations, and efficiency.
• Mary Parker Follet => advocated people-oriented organizations
• Elton Mayo's Hawthorne Studies => dynamics of informal work groups have a bigger effect on worker performance than do wage incentives.
• STRUCTURE OF HR DEPARTMENT:

  1. Employment
  2. Training and Development
  3. Compensation and Benefits
  4. Employee Relations
• Employment => promotes staffing activities, recruits new employees, but does not make hiring decision.
• Training and Development => helps workers adapt to change in the company's external and internal environments.
• Compensation and Benefits => pays employees and administers their benefits package.
• Employee Relations => ensures open communication within the company by fostering top management commitment, upward and accurate communication, feedback, and effective information sources.
• CAREERS IN HR:

  • Assistants
  • HR Generalists
  • Specialists
  • Executives
• Assistants => support other HR professionals
• HR Generalists => position responsible for all or large number of HR functions in an organization.
• Executives => report to top management and coordinate HR functions to organizational strategy.