tailieunhanh - Lecture Fundamentals of human resource management (5/e) - Chapter 1: Managing human resources
After reading chapter 1, you should be able to: Define human resource management, and explain how HRM contributes to an organization's performance; identify the responsibilities of human resource departments; summarize the types of skills needed for human resource management; explain the role of supervisors in human resource management. | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 1 MANAGING HUMAN RESOURCES Human Resource Management (HRM) The policies, practices, and systems that influence employees’: behavior attitudes performance Human Capital – an organization’s employees described in terms of their: training experience judgment intelligence relationships Insight Employees are resources of the employer. FIGURE : HRM PRACTICES Figure : Impact of HRM Table : Responsibilities of HR Departments Managing Performance Performance Management – process of ensuring that employees’ activities and outputs match organization’s goals. HR department develops or obtains questionnaires and other devices for measuring performance. High-performance work system- organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment. Ensuring Compliance with Labor Laws Government requirements include: filing reports and displaying posters avoiding unlawful behavior Managers depend on HR to help keep track of these requirements. Lawsuits influence HRM practices. Employees have rights of free consent, conscience, speech and due process. Supporting the Organization’s Strategy HR planning – identifies numbers and types of employees organization requires to meet objectives. HR department helps manage change process. Evidence-based HR– Collects and uses data to show that HR practices have a positive influence on the company’s bottom line or key stakeholders. Corporate Social Responsibility- A company’s commitment to meeting stakeholders’ needs. Stakeholders- parties with an interest in the company’s success (shareholders, community, customers and employees). Figure : Supervisors’ Involvement in HRM Ethical companies act according to principles and standards: Ethics – fundamental principles of right and . | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 1 MANAGING HUMAN RESOURCES Human Resource Management (HRM) The policies, practices, and systems that influence employees’: behavior attitudes performance Human Capital – an organization’s employees described in terms of their: training experience judgment intelligence relationships Insight Employees are resources of the employer. FIGURE : HRM PRACTICES Figure : Impact of HRM Table : Responsibilities of HR Departments Managing Performance Performance Management – process of ensuring that employees’ activities and outputs match organization’s goals. HR department develops or obtains questionnaires and other devices for measuring performance. High-performance work system- organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment. .
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