Lec1 - HRM-SP 2023

ASU331
Human resources management

ByLaw 2018 Prepared by
Dr. M. Sobhy
Spring 2023
Lecture 1
Introduction to human
resource management
Presented by
Dr. Mohamed Sobhy
[email protected]
Course contents
- Introduction to HR
- Job analysis
- Personnel planning and recruiting
- employee testing and selection
- Interviewing candidates
- Training and development employees
- Appraisal
- Labor relations and collective bargaining
- Benefits and services
o
REFERENCE:
Gary Dessler - Human resource management-Pearson
Human Resource Management at Work
• What Is Human Resource Management (HRM)?
o The process of acquiring, training, appraising, and compensating
employees, and of attending to their labor relations, health and
safety, and fairness concerns.
• Organization
o People with formally assigned roles who work together to
achieve the organization’s goals.
• Manager
o The person responsible for accomplishing the organization’s
goals, and who does so by managing the efforts of the
organization’s people.
3
1–4
The Management Process
Planning
Controlling Organizing
Leading Staffing
The Management Process
● Planning: Establishing goals and standards; developing rules and procedures;

developing plans and forecasts
● Organizing: Giving each subordinate a specific task; establishing departments;
delegating authority to subordinates; establishing channels of authority and
communication; coordinating the work of subordinates
● Staffing: Determining what type of people should be hired; recruiting
prospective employees; selecting employees; setting performance standards;
compensating employees; evaluating performance; counseling employees;
training and developing employees
● Leading: Getting others to get the job done; maintaining morale; motivating
subordinates
● Controlling: Setting standards such as sales quotas, quality standards, or
production levels; checking to see how actual performance compares with these
standards; taking corrective action as needed
3
1–5
Human Resource Management Processes
Acquisition
Fairness Training
Human
Resource
Management
Health and Safety (HRM) Appraisal
Labor Relations Compensation

Personnel Aspects of a HR Manager’s Job
• Conducting job analyses (job description + job specifications)
• Planning labor needs
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries
• Providing incentives and benefits
• Appraising performance
• Training and developing managers
• Building employee commitment (get the employees involved in the
process of decision making)
• Communicating
6
HR manager Mistakes
• Hire the wrong person for the job (loss of fixed cost + negative effect
on the department performance)
• Experience high turnover (low salaries, problems in appraising
process, labor relations are not controlled properly)
• Waste time with useless interviews
• Have your firm in court because of discriminatory (unfair) actions
against employees.
• Have your firm in court for unsafe practices
• Have some employees think their salaries are unfair relative to
others in the organization
• Allow a lack of training to undermine your department’s
effectiveness
7
Line and Staff managers
• Line Manager
o Is authorized (has line authority) to direct the work of
subordinates and is responsible for accomplishing the
organization’s tasks. (production dep, financial dep,….etc)
• Staff Manager
o Assists and advises line managers.
9
Line Managers’ HRM Responsibilities
1. Placing the right person on the right job (with the help of HRM)
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Interpreting the firm’s policies and procedures
6. Creating and maintaining department morale
7. Protecting employees’ health and physical condition
10
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
1–11
FIGURE 1–1 Human Resources Organization Chart for a Large Organization

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
1–12
Human Resource Specialties
Recruiter
EEO coordinators
Labor relations
specialist
Human
Resource
Specialties
Training specialist
Job analyst
Compensation
manager
• Recruiters
search for qualified job applicants.
• Equal employment opportunity (EEO) coordinators

investigate and resolve EEO grievances; examine
organizational practices for potential violations; and compile
and submit EEO reports.
• Job analysts
collect and examine information about jobs to prepare job
descriptions.
• Compensation managers
develop compensation plans and handle the
employee benefits program.
• Training specialists
plan, organize, and direct training activities.
• Labor relations specialists

advise management on all aspects of union–
management relations.
Trends Shaping Human Resource Management
Globalization
and Competition
Trends
Economic Trends in HR Technological

Challenges and Management Trends
Trends
Workforce and
Demographic
Trends
The Human Resource Manager’s Proficiencies
• The required Proficiencies

o HR proficiencies
o Business proficiencies
o Leadership proficiencies
o Learning proficiencies
o Managing within Ethics
o Managing within the Law
16
The Human Resource Manager’s Proficiencies (cont’d)
• Managing within the Law
o Equal employment laws
o Immigration laws
o Occupational safety and health laws
o Labor laws
• Managing Ethics
o Avoid Ethical lapses
17
Thank you
19

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ASU331

Human resources management

The Management Process

● Planning: Establishing goals and standards; developing rules and procedures;

Human Resource Management Processes

Labor Relations Compensation

FIGURE 1–1 Human Resources Organization Chart for a Large Organization

Human Resource Specialties

• Equal employment opportunity (EEO) coordinators

• Labor relations specialists

Economic Trends in HR Technological

• The required Proficiencies

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