Hrm hrd

• Organization


  Group consisting of people with formally assigned roles who work together to achieve the organization's goals
• Manager


  Responsible for accomplishing the organization’s goals by managing the efforts of the organization’s people
• Managing functions (POSLC)


  1. Planning

  2. Organizing

  3. Staffing

  4. Leading

  5. Controlling
• Planning


  1. Establish goals and standards

  2. Develop rules and procedures

  3. Develop plans and forecasts
• Organizing


  1. Giving subordinate specific tasks

  2. Establish departments

  3. Delegate authority

  4. Establish channels of authority and communication

  5. Coordinating the work of subordinates
• Staffing


  1. Determine the type of people to hire

  2. Recruitment and selection

  3. Setting performance standards

  4. Compensation

  5. Performance evaluation

  6. Employee counseling

  7. Training and development
• Leading


  1. Getting others to get the job done

  2. Maintaining morale

  3. Motivating subordinates
• Controlling


  1. Setting standards

  2. Check actual performance

  3. Corrective actions
• Human Resource Management


  Process of acquiring, training, appraising, and compensating employees
• Line Authority


  • Gives managers the right to issue orders
  • Line managers direct the work of subordinates
  • Responsible for accomplishing the organization’s tasks
• Staff Authority


  • Gives a manager the right to advise others
  • Staff managers assist and advise line managers
• HR managers are usually staff managers
• Trends in Human Resource Management

  • Workforce Demographics and Diversity Trends
  • Trends in How People Work
  • Improving Performance At Work
  • Globalization Trends
  • Economic Trends
  • Technology Trends
• Strategic HRM


  Formulating and executing human resource policies and practices that produce the employee competencies and behaviors needed to achieve strategic aims
• Strategic HRM Steps


  1. Set the firm’s strategic aims

  2. Pinpoint the employee behaviors and skills needed

  3. Decide on HR policies and practices
• Evidence based HRM


  • Using the best available evidence in making decisions about HRM practices
• Employee Engagement


  The extent to which employees are psychologically involved, connected to, and committed to getting their jobs done
• New HR Manager Competencies

  • Leadership & Navigation
  • Ethical Practice
  • Business Acumen
  • Relationship Management
  • Consultation
  • Critical Evaluation
  • Global & Cultural Effectiveness
  • Communication
• Areas HR Managers Need to Cover

  • Talent Acquisition & Retention
  • Employee Engagement
  • Learning & Development
  • Total Rewards
  • Structure of the HR Function
  • Organizational Effectiveness & Development
  • Workforce Management
  • Employee Relations
  • Technology & Data
  • HR in the Global Context
  • Diversity & Inclusion
  • Risk Management
  • Corporate Social Responsibility
  • Employment Law & Regulations
  • Business & HR Strategy
• Employee Orientation (Onboarding)


  Procedure for providing new employees with basic background information about the firm
• Orientation Process


  1. Explain working hours and benefits

  2. Explain department’s organization

  3. Introduce to colleagues

  4. Familiarize with the workplace

  5. Provide info on employee benefits, policies, safety measures, and regulations
• Training Process


  Teaching new or current employees the basic skills they need to perform their jobs
• Negligent Training


  Situation where an employer fails to train adequately, and the employee subsequently harms a third party
• ADDIE Five Step Training Process

  1. Analyze the training need

  2. Design the training program

  3. Develop the course

  4. Implement the training

  5. Evaluate the course’s effectiveness
• Analyze the Training Need

  1. Conduct TNA

  2. Identify long-term or current training needs

  3. Task analysis for new employees

  4. Performance analysis for current employees
• Design the Training Program

  1. Setting learning objectives

  2. Creating a motivational learning environment

  3. Make skills transfer obvious and easy

  4. Reinforce the learning
• Implement the Training


  Providing the training using one or more instructional methods
• Evaluate the Course’s Effectiveness

  Check if there’s transfer of learning
• Types of On-the-Job Training (OJT)

  • Coaching/understudy
  • Job rotation
  • Special assignments
• Apprenticeship Training


  Structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training
• Step by step self learning

  1. Presenting questions, facts, or problems to the learner

  2. Allowing the person to respond

  3. Providing feedback on the accuracy of answers
• Step by step self learning

  • Reduces training time
  • Learning at own pace
  • Getting immediate feedback
  • Reduces risk of error
• Behavior Modeling


  • Modeling
  • Role playing
  • Social reinforcement
  • Transfer of training
• Audiovisual Training is still used despite being replaced by web based methods
• Vestibule training


  Trainees learn on the actual or simulated equipment but are trained off the job
• Vestibule training is used when it's too costly or dangerous to train employees on the job
• Electronic Performance Support System (EPPS)

  Computerized tools and displays that automate training, documentation, and phone support
• Performance support systems


  Modern job aids available at the job site to guide the worker
• Computer based training (CBT)


  Training methods that use interactive computer based systems to increase knowledge or skills
• Simulated Learning and Gaming


  Training techniques that involve simulations and games