Welcome

Introduction to Human Resource Management

Reza Bilgin
[email protected]
The Quest for Efficiency
 Topics
• What is human resource management?
• The important trends influencing human resource management
• Distributed HR
• Four important human resource manager competencies
• The plan of this course
 The Key to Productivity Boost
Use of Machinery
• Machine cost of production is extremely low
• Human power is around 100 watt-hour
• 100 Watt/hour costs around $0.007
 Strategic Human Resource Management
• Means formulating and executing human resource policies and
practices that produce the employee competencies and
behaviors that the company needs to achieve its strategic aims.
 Strategic Human Resource Management
• Means formulating and executing human resource policies and
practices that produce the employee competencies and
behaviors that the company needs to achieve its strategic aims.
 The Management Process
• Planning
• Organizing
• Staffing
• Leading
• Controlling
 Human Resource Management Process
• Conducting job analyses (determining the nature of each
employee’s job).
• Planning labor needs and recruiting job candidates.
• Selecting job candidates.
• Orienting and training, and developing employees.
• Appraising performance
• Managing wages and salaries (compensating employees);
providing incentives and benefits.
• Communicating (interviewing, counseling, disciplining).
• Building employee relations and engagement.
 Authority
• Authority is the right to make decisions, to direct the work of
others, and to give orders. Managers usually distinguish
between line authority and staff authority.
 Line and Staff Managers
• Line authority gives you the right to issue orders
• Staff authority gives you the right to advise others in the
organization
 Line Manager’s HR Management Responsibilities
• Placing the right person in the right job
• Starting new employees in the organization (orientation)
• Training employees for jobs that are new to them
• Improving the job performance of each person
• Gaining creative cooperation and developing smooth working
relationships
• Interpreting the company policies and procedures
• Controlling labor cost
• Developing the abilities of each person
• Creating and maintaining departmental morale
• Protecting employees’ health and physical conditions
Human Resource Department Organization Chart
 New Approaches To Organizing HR
• Reorganizing the HR function of how it is organized and delivers
HR services
• Shared Services (Transactional ) HR teams
• Corporate HR teams
• Embedded HR teams
• Centers of expertise
 Trends in Human Resource Management
• Workforce Demographics and Diversity Trends
• Trends in How People work
• Improving Performance At Work: HR as a Profit Center
• Globalization Trends
• Economic Trends
• Technology Trends
 HR Technology Trends
• Social Media
• Mobile Applications
• Gaming
• Cloud Computing
• Data Analytics (as known as Talent Analytics)
Trends in Human Resource Management (Summary)
 Evidence-based human resource management
• The use of data, facts, analytics, scientific rigor, critical
evaluation, and critically evaluated research/case studies to
support human resource management proposals, decisions,
practices, and conclusions
• actual measurements (such as, how did the trainees like this program?)
• existing data (such as, what happened to company profits after we installed this
training program?)
• research studies (such as, what does the research literature conclude about the
best way to ensure that trainees remember what they learn?)
 Employee Engagement
• Being psychologically involved in, connected to, and committed
to getting one’s job done
 The New Human Resource Manager Should be able to Exhibit
• Leadership & Navigation – the ability to direct and contribute to
initiatives and processes within the organization.
• Ethical Practice –the ability to integrate core values, integrity, and
accountability throughout all organizational and business practices.
• Business Acumen – the ability to understand and apply information with
which to contribute to the organization’s strategic plan.
• Relationship Management – the ability to manage interactions to
provide service and to support the organization.
• Consultation – the ability to provide guidance to organizational
stakeholders.
• Critical Evaluation – the ability to interpret information with which to
make business decisions and recommendations.
• Global & Cultural Effectiveness – the ability to value and consider the
perspectives and backgrounds of all parties.
• Communication – the ability to effectively exchange information with
stakeholders.
 Chapter Contents Overview
• There are 5 parts to this book
 Part 1: Introduction
• Chapter 1 – Introduction to Human Resource
Management
• Chapter 2 – Equal Opportunity and the Law
• Chapter 3 – Human Resource Strategy and Analysis
 Part 2: Recruitment, Placement, and Talent Management
• Chapter 4 – Job Analysis and the Talent Management Process
• Chapter 5 – Personnel Planning and Recruiting
• Chapter 6 – Employee Testing and Selection
• Chapter 7 – Interviewing Candidates
 Part 3: Training and Development
• Chapter 8 – Training and Developing Employees
• Chapter 9 – Performance Management and Appraisal
• Chapter 10 – Managing Careers and Retention
 Part 4: Compensation
• Chapter 11 – Establishing Strategic Pay Plans
• Chapter 12 – Pay for Performance and Financial Incentives
• Chapter 13 – Benefits and Services
 Part 5: Enrichment Topics in Human Resource Management
• Chapter 14 – Building Positive Employee Relation
• Chapter 15 – Labor Relations and Collective Bargaining
• Chapter 16 – Safety, Health, and Risk Management
• Chapter 17 – Managing Global Human Resources
• Chapter 18 – Managing Human Resources in Small and
Entrepreneurial Firms