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Introduction To Human Resource Management

This document provides an introduction to human resource management (HRM). It discusses key topics in HRM including what HRM is, outsourcing HR functions, approaches to revitalizing HR, competitive advantage through people, aligning strategy and HR, and external influences on HRM such as economics, legal requirements, demographics, and technology. The document is from a class on introduction to HRM and outlines various HR functions that will be covered such as planning, staffing, training and development, employee and labor relations, legal compliance, and reward systems.

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Kochappen Ipe Kumar
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© Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online on Scribd
7 views

Introduction To Human Resource Management

This document provides an introduction to human resource management (HRM). It discusses key topics in HRM including what HRM is, outsourcing HR functions, approaches to revitalizing HR, competitive advantage through people, aligning strategy and HR, and external influences on HRM such as economics, legal requirements, demographics, and technology. The document is from a class on introduction to HRM and outlines various HR functions that will be covered such as planning, staffing, training and development, employee and labor relations, legal compliance, and reward systems.

Uploaded by

Kochappen Ipe Kumar
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Introduction to Human Resource

Management
Introduction to HRM
• Two questions:
• Does it matter?
• Why does it matter?
• What is HRM?
• Organization’s methods and procedures for
managing people to enhance skills and motivation
• Activities to enhance the organization’s ability to
attract, select, retain and motivate people

Page 2 Management 412 / Intro to HRM Fall 2008


Outsourcing HR
• Would it just make more sense to
outsource HR functions?
• Many organizations are doing just this
• Recordkeeping and administrative, perhaps
• Basic functions…..

Sources: Caudron (2003); Stewart & Woods (1996); Zimmerman (April 2001)

Page 3 Management 412 / Intro to HRM Fall 2008


Approaches to Revitalizing HR

• Accounting for human resources


• Managing people for competitive
advantage

Page 4 Management 412 / Intro to HRM Fall 2008


Costing HR: Example
• The costs of turnover per individual:
• Exit interviews
• Unemployment tax Calculated
• Recruitment advertising per person,
• Staff time to interview applicants then
• Reference checking, medical exams totaled
• Training new employees
• Costs of reducing turnover
• Additional training
• Realistic job previews
• Net savings

Page 5 Management 412 / Intro to HRM Source: CascioFall(1982)


2008
Human Resources and
Competitive Advantage
• The basic idea: establishing and maintaining
competitive advantage through people.
• Competitive advantage

Source: Pfeffer (1994, 1998)

Page 6 Management 412 / Intro to HRM Fall 2008


Competitive Advantage Through
People
• Viewing the work force as an asset, not an
expense
• The result:
• Harder work, from increased involvement and
commitment
• Smarter work, through enhanced skills and
competence
• Lower overhead, by pushing responsibility
downward
• High performance work systems
Source: Pfeffer (1994, 1998)

Page 7 Management 412 / Intro to HRM Fall 2008


High-Performance Work Systems:
The Seven Practices
• Employment security
• Selective hiring
• Self managed teams and decentralized decision
making
• High compensation, based on organizational
performance
• Extensive training
• Extensive information sharing (both financial and
performance)
Critical to remember that all of these
are part of a system
Source: Pfeffer (1994, 1998)

Page 8 Management 412 / Intro to HRM Fall 2008


Aligning Strategy and HR
• Determine the firm’s strategy
• Determine the competencies needed to carry
out the strategy
• Examine current management practices
• Determine congruence
• Do the current practices work to enhance
needed competencies?
• Are the current practices internally consistent?
Source: Pfeffer (1998)

Page 9 Management 412 / Intro to HRM Fall 2008


External Influences on HRM
• Economic conditions
• Legal requirements and constraints
• Demographics
• Technology

Page 10 Management 412 / Intro to HRM Fall 2008


Legal Requirements and
Constraints
• Government now an intermediary in the
relationship between employers and
employees
• Legal requirements and constraints are
usually a reflection of social attitudes and
opinions

Page 11 Management 412 / Intro to HRM Fall 2008


Technology
• New jobs; old jobs vanish
• Need for new skills
• Need for continuous skills development
• Managing the HR function
• Data management
• Employee communications

Page 12 Management 412 / Intro to HRM Fall 2008


HR Functions: What We’ll Be
Looking At
Planning
Employee and
Legal
Labor Relations
Compliance

Training
and
Staffing
Development

Reward
Systems
Page 13 Management 412 / Intro to HRM Fall 2008

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