1–1

1–2

Planning

Organizing

Leading Staffing

Controlling

What Is Human Resource Management (HRM)?◦ The policies and practices involved in carrying out

the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.

1–3

1–4

Acquisition

Training

Appraisal

CompensatingLabor Relations

Health and Safety

Fairness

Human Resource

Management(HRM)

The bottom line of managing: Getting results

HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.

1–5

Line manager◦ A manager who is authorized to direct the work of

subordinates and is responsible for accomplishing the organization’s tasks.

Staff manager◦ A manager who assists and advises line

managers.

1–6

1. Placing the right person on the right job

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. Gaining creative cooperation and developing smooth working relationships

6. Interpreting the firm’s policies and procedures

7. Controlling labor costs

8. Developing the abilities of each person

9. Creating and maintaining department morale

10. Protecting employees’ health and physical condition

1–7

1–8

Functions ofHR Managers

Line FunctionLine Authority

Implied Authority

Staff FunctionsStaff Authority

InnovatorEmployee Advocacy

Coordinative Function

Functional Authority

1–9

Recruiters

EEO Coordinators

Labor Relations Specialists

Training Specialists

Job Analysts

Compensation Managers

Human Resource

Specialties

1–10

Source: HR MAGAZINE, BNA/Society for Human Resource Management, 2002. Reproduced with permission via Copyright Clearance Center.

Note: Length of bars represents prevalence of activity among all surveyed employers.

1–11

Globalization Trends

Technological Trends

Trends in the Nature of Work

Workforce Demographic Trends

Changes and Trends in Human Resource

Management

Strategic Human Resource Management◦ The organization’s intentions and plans on how

its business goals should be achieved through people. ◦ It is based on three propositions:

First, that human capital is a major source of competitive advantage;

Second, that it is people who implement the strategic plan; and, 

Third, that a systematic approach should be adopted to defining where the organization wants to go and how it should get there.

1–12

Employment security Selective hiring Extensive training Self-managed teams/decentralized decision

making Reduced status distinctions Information sharing Contingent (pay-for-performance) rewards Transformational leadership Measurement of management practices Emphasis on high-quality work

1–13

A philosophical and pragmatic approach to the management of human capital.

Focus on the impact of management practices on observable financial and organizational outcomes

1–14

US:

◦ Society for Human Resource Management (SHRM)

Bangladesh;

◦ Bangladesh Institute of Human Resource Management Foundation

Certificate Course on Personnel Management.

Certificate Course on Industrial Relations. 

Certificate Course on Organization Conflict. 

Certificate Course Consulting. 

1–15