chapter 1 : lecture 2

the management process

• planning : choose appropriate organizational goals and courses of action to best achieve those goals
• Organizing: establish task and authority relationships that allow people to work together to achieve organization goals
• Leading: motivate, coordinate and energize individuals and groups to work together to achieve organizational goals
• Controlling: establish accurate measuring and monitoring systems to evaluate how well the organization has achieved its goal
• planning , organizing , leading , staffing and controlling of human and other resources to achieve organizational goals effectively and efficiently

human resource management at work

• the policies and practices involoved in carrying out the people or human resource aspects of a management position , including:
• recruiting managing screening developing orienting training rewarding and appraising employees at work
• HRM:
• acquisition
• training
• appraisal
• compensating
• labor relations
• health and safety
• fairness

personnel aspects of a manager's job

• conducting job analysis
• planning labor needs and recruiting job candidates
• selecting job candidates
• orienting and training employees
• managing wages and salaries
• providing incentives and benefit
• appraising performance
• communicating (interviewing , counsling ,disciplining )
• training and developing managers
• building employee commitment

Why HRM is important for all managers

• hire the wrong person for the job
• experience high turnover
• have your people not doing their best
• waste time with useless interviews
• have your company taken to court because of unfair actions against employes
• 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 commit any unfair labor practices

basic HR Concepts

• the bottom line of managing is getting results
• getting things done through people
• HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals

Line and staff aspects of HRM

• 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 advices line managers

Line managers' human resource duties

• Placing the right person for the right job
• starting new employees in the organization (orientation)
• training employees for jobs that are new to them
• improving job performance of each person
• gaining creative cooperation and developing smooth working relationships
• interpreting company's policies and procedures
• controlling labor costs
• developing the abilities of each person
• creating and maintining department morale
• protecting employees health and physical condition

Functions of HR manager

• Staff function
• Assisting and advising line managers . is the heart of the HR manager's job
• HR assists in strategy design and help ceo to understand the personal asapect of the organization
• HR assis in hiring, training, evaluating , rewarding , counseling, and firing emqployees
• HR admainisters different programs (retirement , vacation , health insurance(
• HR helps line managers to comply to EEOand health and safety laws
• Hr\R provides up to date information on new methods of solving problems
• HR plays an employee advocacy 2

human resource managers' duties

• coordinative function (functional authority)line function
• HR ctmanagers coordinate personnel activities, referred to as functional control
• Act as right hand of ceo to ensure implementing firm's objectives
• line function (line authority // implied authority)
• HR manager directs activities of people in his or her own department. they exert line authority
• implied authority : HR has access to top management
• staff functions (staff authority //inovator)

Human resource specialists can work as

• recruiters
• job analysis
• compensaTION MANAGERS
• training specialists
• labor relations specialists

the changing environment of human resource management

• Globalization trends:
• globalization refers to the tendency of firms to extend their sales, ownership and or manufacturing to new markets abroad
• globalization of the world economy and other trends has triggered changes in how companies organize, manage and use the hr departments
• the rate of globalizaton continues to be high and has several stategic implications for firms
• more globalization means more competition and more competition means more pressure to lower costs, make employees more productive and do things better asnd less expensively
• globalization brings both benefits and threats
• for consumers it means lower prices and higher quality
• for workers it means working harder , less secure jobs
• technological trends
• trends in the nature of work
• workforce demographics trends

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