Human Resource Management
Introduction to Human Resources Management
Business Management & Administration
Lesson Plan
Performance Objective
 Upon completion of this lesson, the student will develop an understanding of the role of the human
resources (HR) function in an organization.
Specific Objectives
 Students will be able to define what human resources management is.
 Students will understand the role of HR within the functioning of an organization.
 Students will be able to summarize the major activities associated with human resource management.
Terms
Human Resource Management (HRM)– HRM is that part of the management process that specializes in the
management of people in work organizations.
Strategy– Strategy is traditional, long-term planning that denotes an activity that top managers perform in
order to accomplish an organization’s goals.
Organizational Direction– Organizational direction is establishing a mission statement and key objectives for
the organization.
Environmental Analysis– Environmental analysis concerns analyzing the external environment to identify
possible opportunities and threats.
Individual Analysis– Individual analysis is conducting an internal organizational analysis to examine its
strengths and weaknesses and the nature of current management systems, competencies, and capabilities.
Strategy Formulation– Strategy formulation is setting specific goals, examining possible strategic
choices/alternatives to achieve organizational objectives and goals.
Strategy Implementation– Strategy Implementation is the adoption/implementation of chosen goals.
Strategy Evaluation– Regular evaluation of all the above.
Time
When taught as written, this lesson should take approximately 55-65 minutes to teach.
Preparation
TEKS Correlations
This lesson, as published, correlates to the following TEKS. Any changes/alterations to the activities may result
in the elimination of any or all of the TEKS listed.
130.119. (c) Knowledge and Skills
1) The student demonstrates an understanding of the traditional human resources functions. The
student is expected to:
(H) define the need and proper steps for strategic planning in human resources, including:
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(i) mission, vision, and values;
(ii) environmental analysis;
(iii) internal analysis;
(iv) strategy formulation;
(v) strategy implementation; and
(vi) evaluation and assessment.
Interdisciplinary Correlations
English-English I
 110.31(b)(1). Reading/Vocabulary Development. Students understand new vocabulary and use it
when reading and writing.
 110.31(b)(11). Reading/Comprehension of informational text/procedural texts. Students understand
how to glean and use information in procedural texts and documents.
Occupational Correlation (O*Net – www.onetonline.org/)
Job Title: Human Resources Specialist
O*Net Number: 13-1071.00
Reported Job Titles: Recruiter, Personnel Officer, Employment Representative
Tasks
 Prepare or maintain employment records related to events such as hiring, termination, leaves,
transfers, or promotions, using human resources management system software.
 Interpret and explain human resources policies, procedures, laws, standards, or regulations.
 Hire employees and process hiring-related paperwork.
Soft Skills

Active Listening

Speaking

Critical Thinking
Accommodations for Learning Differences
It is important that lessons accommodate the needs of every learner. These lessons may be modified to
accommodate your students with learning differences by referring to the files found on the Special
Populations page of this website.
Preparation
1. Review and familiarize yourself with the terminology, website links, and proper keyboarding
techniques.
2. Download the case study used for Assignment #1.
a. Link: “Airline Hopes to Cut Costs, Regain Market Share”
3. Have materials and websites ready prior to the start of the lesson.
References
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

Human Resource Management: Theory and Practice (2000), 2nd edition John Bratton and Jeffrey Gold,
Lawrence Erlbaum Associates, Inc., New Jersey.
http://www.vta.vic.edu.au/docs/strategic/Respect%20case%20study.pdf
Instructional Aids
 Textbook or Computer Program Diagrams/Charts
 Lesson 1.01 Presentation
 Instructor Computer/Projection Unit
 Online Websites
 Paper and three boxes
Introduction
1. Have each student write down two action verbs, two adjectives, and two nouns each on a separate
piece of paper.
2. Have three boxes, one labeled “verbs,” one “adjectives,” and one “nouns.” Ask students to put the
paper in the appropriate box.
3. Pair students in groups of two and ask them to imagine that they own a corporation.
4. Drawing one paper from each box, ask each group to create short phrases of action items to consider if
they were taking a managerial decision and/or action that would determine the long-run performance
of their corporation.
5. Ask each group to state what their corporation is and what their short phrase is.



While this is a whimsical exercise, it is interesting to note the phrases that really do make sense for the
group’s work.
This activity also helps students think in short, concrete, action-oriented terms for simplicity in
communication.
Without talking-down to any of the participants, review the parts of speech and give examples prior to
the activity.
1. Write “strategy” on the board.
2. Ask students if they know what the term means.
3. Ask students what they think strategy in Human Resources would entail.
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Outline
MI
Outline
I. Strategy
A. The word “strategy” was first used in
English in 1656. It comes from the
Greek noun strategus, meaning
“commander in chief.”
B. In the military context, it was
composed of stratus (army) and
agein (to lead) to produce largescale operations.
C. In the management context, the word
“strategy” has now replaced the
more traditional term, long-term
planning, to denote an activity that
top managers perform in order to
accomplish an organization’s goals.
II. The emergence of the term “strategic
human resource management” (SHRM)
is an outcome of the contribution the
HR field has made towards business
success and an emphasis on HRM to
become an integral part of business
strategy. Strategic Human Resource
Management is largely concerned with
“integration” of HRM into the business
strategy and “adaptation” of HRM at all
levels of the organization.
Instructor Notes
A strategy is similar to a game
plan. In its earlier, military
sense, a strategy involved the
planning and directing of
battles or campaigns on a
broad scale. In an
organizational setting, it
involves large-scale, futureoriented, integrated plans to
achieve organizational
objectives and respond to
uncertain and competitive
environments facing the
organization.
Ask students if and how the
integration of HRM and
adaptation of HRM can help an
organization.
Multiple Intelligences Guide
Existenti
alist
Kinesthe
tic/
Bodily
Logical/
Mathema Musical/Rhyt Natura Verbal/Ling
hmic
uistic
tical
list
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4
Interpers
onal
Intrapers
onal
Visual/Sp
atial
MI
Outline
III. Strategies are typically formulated at
three levels: corporate, involving the
entire organization; business, involving a
major activity, business, or division in a
large multi-business organization; and
functional, involving managers of
different activities, services (e.g.,
finance, marketing), or geographical
areas. Depending on organizational
conditions, strategies may be developed
at any or all of these three levels.
IV. A “classical” strategic management
process consists of a series of events or
steps:
A. Organization’s direction- establishing a
mission statement and key objectives
for the organization
B. i) Environmental Analysis- analyzing the
external environment to identify
possible opportunities and threats.
ii) Internal Analysis- conducting an
internal organizational analysis (to
examine its strengths and weaknesses
and the nature of current management
systems, competencies, and capabilities)
C. Strategy Formulation- setting specific
goals, examining possible strategic
choices/alternatives to achieve
organizational objectives and goals
D. Strategy Implementation- adoption/
implementation of choices
E. Strategy Evaluation- regular evaluation
of all the above
Instructor Notes
Ask students for examples of
strategies at each level.
These steps in strategic planning
deal with both the “content”
(revealed by the objectives and
goals) and “process” (for
example, planning, structure,
and control) of an organizational
strategy.
It is believed that integration
between HRM and business
strategy contributes to effective
management of human
resources, improvement in
organizational performance, and
the success of a particular
business.
Multiple Intelligences Guide
Existenti
alist
Kinesthe
tic/
Bodily
Logical/
Mathema Musical/Rhyt Natura Verbal/Ling
hmic
uistic
tical
list
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5
Interpers
onal
Intrapers
onal
Visual/Sp
atial
Application
Guided Practice
Using the presentation, the teacher will explain strategy. Discuss what strategic human resource management
is, the various steps for strategic planning in human resources, and its significance.
Independent Practice
Graded Assignment
 Strategic Human Resource Management Scenario Report- Ask students to create a future scenario for
an organization of their choice and write a report using the steps that have been covered in the
module. The report should also include the resulting HRM implications.
Summary
Review
Q. What is strategic human resource management?
A. Strategic human resource management is the integration of human resource management strategies and
systems to achieve overall mission, strategies, and success of the firm while meeting needs of employees and
other stakeholders.
Q. Strategy formulation takes place at how many levels?
A. Strategy formulation typically takes place at three levels—corporate, business and functional—to form a
hierarchy of strategic decision-making.
Q. What are the steps involved in a strategic management process?
A. The steps involved in a strategic management process include mission, vision, and values of the
organization, environmental analysis, internal analysis, strategy formulation, strategy implementation, and
strategy evaluation and assessment.
Evaluation
Informal Assessment
1. Instructor will observe students during Independent Practice.
2. Instructor will assist students as needed
Formal Assessment
Use the assigned rubric to evaluate the projects assigned for Independent Practice
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Enrichment
Extension
Invite a local HR professional to discuss an example of strategic HR undertaken by his/her company with the
students.
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