Human Resource Management
Chapter 1 Notes
Human Resource Management - is an
organizational function of managing and handling
one of the most valuable assets of the organization
- its employees.
3 stages of Employment Cycle
1. Pre-hiring - determine the right numbers
and type of people along with required
qualifications. Activities performed prior to
hiring, such as human resource planning
and job analysis
2. Hiring - establish policies that will help
managers fullfil staffing needs leading to
recruiting and selecting.
3. Post-Hiring - carry out program thas
enhances employees performance level
such as
● training development
● performance appraisal
● Compensation and benefits
administration
● Employee health and safety
● separation
Frederick Taylor
- Father of Scientefic Management
- Introduced management through his book
“ The Shop Management”
- Has featured the proper selection
and training of employees in a
scientific way.
- Introduced the Incentive Concept
5 ways to separating employees to his job
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Resignation
Death
Termination
Retirement
Health reason/Disability
HRM Historical Breakthrough
1890 - 1910
● Frederick Taylor introduced a management
approach known as Sceintific Management.
1910 - 1930
● Develop Departmental units which led to
development of employment test and
selection techniques.
1930 -1945
● Hawthorne Studies started to have effects
such that much attention was given to
personal and social interactions.
1945 - 1965
● Marked the birth of Union Membership gives
importance to employee-employer
relationship. Benefit program slid as
organized unions bargained for paid work
leaves, health and welfare coverage.
1965 - 1985
● Civil Rights Act of 1964 reached its highest
point when it prohibited discriminatory
practices based on age, sex, color, religious
affiliation, race, physical or mental
disabilitiess.
1985 - Present
● Diverse labor force, Globalization, Strategic
HRM functions where three pressing
concerns during this period.
● Employers, primary aim is to effectively
cope with the intense demand and effect of
Change, Competition, and Job efficiency.
Hawthorne Studies/Effect
- Conceptualized by Elton Mayo
- The "Hawthorne effect" refers to
improvements in worker productivity or
quality that results from the mere fact that
workers are being studied or observed.
Basic Business Ideas
● Recruitment
● Selection
● Training and Development
● Performance Appraisal
● Compensation
● Safety and health
● Other productivity programs
Non-HR Personnel
● Employees
● Supervisors
● Leaders.
Entrepreneur, Employees, Supervisors and
Leaders
Placement - job is being offered
Induction - orientation of the job and introduction
to colleagues
Recruited - Screening -Selection
Best Features of Human Resource Management
1. It is prevalent in Nature - it is present in all
operational and functional areas of
management in a continous basis.
2. It is Dynamic - it moves, it acts. It
constantly find ways to change situations
and events for the betterment.
3. It is individually-oriented - employees are
considered human beings worthy of respect
and compassion.
4. It is employee-oriented - employees are
the doing individuals rewarding them for
their contribution and success making them
feel appreciated.
5. It is forward-looking - should effectively
envision and assess labor needs.
6. It is growth-oriented - HRM process is to
yield success, it should constantly enhance
the conceptual and analytical skills of
employees.
Personnel Management (PM)
- Personnel - people manning the
organization.
- Concentrates on supervisory administration
- Is a separate purpose with separate
sub-function
- Seen as supplementary activity
- Reacts to situation as they arise
- Take complete authority in people
management
-
Has limited range as it only focuses on
administration people
Involved in recruitment, selection,
administration of workforce
Primary stimuli are monetary and
non-monetary rewards
High level of contentment means better
performance
Treats employees as commodities bought in
exchange for money
Treat people as expense
Human Resource Management (HRM)
- Effective supervision and management of
employees’ capabilities and other attributes
- Non-stop function directed at developing
knowledge and skills of employees
- Indispensable part of the entire organization
- Handles adverse situation
- Embodies a dynamic personality
- Sees personal and professional needs of
employees are addressed correctly to
achieve work-life balance.
- Motivational activities and team-building are
top priorities
- Fulfilling job is the antecedent, job
satisfaction is the outcome.
- Relationship between productivity and
satisfaction
- Consider people as valuable assets
- Regards employees as excellent
contributors to the organizations wellness
- Sees constant healthy relationship bwtween
organization and employees
- Encouraging all forms of communication is
the driving force of HRM