MGMT 3631 Human Resource Management

MGMT 3631HumanResourceManagement

Fundamentals of Human Resource Management OverviewPart 1 The Human Resource Environment Chapter 2: Trends in Human Resource Management Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace Chapter 4: Analyzing Work and Designing Jobs

Part 2 Acquiring and Preparing Human Resources Chapter 5: Planning for and Recruiting Human Resources Chapter 6: Selecting Employees and Placing Them in Jobs Chapter 7: Training Employees

Part 3 Assessing Performance and Developing Employees Chapter 8: Managing Employees? Performance Chapter 9: Developing Employees for Future Success Chapter 10: Separating and Retaining Employees

Part 4 Compensating Human Resources Chapter 11: Establishing a Pay Structure Chapter 12: Recognizing Employee Contributions with Pay Chapter 13: Providing Employee Benefits

Part 5 Meeting Other HR Goals Chapter 14: Collective Bargaining and Labor Relations Chapter 15: Managing Human Resources Globally Chapter 16: Creating and Maintaining High-Performance Organizations

Chapter 1Learning Objectives (1 of 2)

1. Define human resource management and explain how HRM contributes to an organization’s performance.

2. Identify the responsibilities of human resource departments.

3. Summarize the types of skills needed for human resource management.

Chapter 1Learning Objectives (2 of 2)

4. Explain the role of supervisors in human resource management.

5. Discuss ethical issues in human resource management.

6. Describe typical careers in human resource management.

Human Resource Management (HRM)

• The policies, practices, and systems that influence employees’:– behavior– attitudes– performance

Human Resource Management• e

EnvironmentalFactors

____________Challenges of;

SocietyBusiness

Legal

HR Goals___________

Good Relations

InternationalCompetition

HighPerformance Organizations

HR FUNCTIONS Planning & Forecasting Acquiring & Preparing Assessing & Developing Compensating

Human Resource Management Practices

Responsibilities of HR Departments

At companies with effective HRM:

• Employees and customers tend to be more satisfied.

• The companies tend to:– be more innovative– have greater productivity– develop a more favorable reputation in the

community

Human Capital

• Human Capital – an organization’s employees described in terms of their:– training– experience– judgment– intelligence– relationships– insight

• The concept of “human resource management” implies that employees are resources of the employer.

Impact of Human Resource Management

Skills of HRM Professionals

Supervisors’ Involvement in HRM

Employee Rights

Standards for Identifying Ethical Practices

• Human Resources Clerk

• HR Assistant

• Recruiter

• Payroll Specialist

• Health and Safety Specialist

• HR Generalist

• Training and Development Coordinator

Career Opportunities In Human Resource Management

Median Salaries for HRM Positions

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.