PEOPLE MANAGEMENT
2022-2023
PEOPLE MANAGEMENT Ilse Lievens
,People Management Summary
Module 1: Introduction to HRM
1. What is Human Resource Management?
In-class exercise: what does HR entails?
- Hiring/firing/ recruiting/handling culture clashes / training and development
- Communication
- Motivating people
Some stereotypes people might have about HR.
What is
HRM?
HRM is the process of
- acquiring
- Training/developing.
- Appraising (evaluating) and
- compensating employees
and of attending to their:
- labour relations (relations between employers and employees) (labour unions – strikes often because there is a problem in
the labour relations) (bargaining/negotiations)
- health and safety
- fairness concerns
1.1 Importance that ALL managers have knowledge of HR
1. Avoid making personnel mistakes
- Hiring the wrong persons happens a lot & firing them is expensive
2. Improving profits and performance
- “You get results through people!”
3. You might spend some time as an HR manager, really
4. When you start your own business, you’ll have to know
- In many organisations, HRM responsibilities are not only for HR departments but for all managers!
1
,Think about your own experience
- What other mistakes often happen in organizations when dealing with people?
o They don’t listen to the employees
o Inclusivity
o Organized events the employees don’t want
o Culture of distress
o Lack of onboarding (they forget you start that day - when there is no training, no support…)
1.2 Line and staff aspects HRM
- Organisation chart with HR manager as staff manager
- Managing director
o è Diffrence: staff and line manager
- Line: can tell someone else to do
- Staff: can only advise to do something, give council, thye can’t
tell anyone what they have to do, just give advice
Small companies
- will outsource lots of things, use software ( a lot
of small companies don’t have an HR team)
Middle companies
- will have someone who knows some things about
HR
Big companies
- most of the times they have an HR team
1.3 The HR department + responsibilities
- Recruiter
o (people that are tasked with hiring employees – they can do it themselves or outsource this (agency’s))
- Employee relations
o (label relations – inclusion effeorts – policies on wellbeiing – bullying …)
- Compensation & benefits
o (paid correctly and on time is important – do it via agency’s or ourselves)
o benefits: car, phone, computer, shares/stocks, lunchcard, healthcare insurance
- Health & safety
o (important in manufacturing & production – safety regulations / equipment) (our company is compliant) (legal
requirements about health and safety) (also mental health – wellbeing@work)
- Training
o (do it ourselves or outsource it)
2. Trends shaping HR
What do you think are challenges for HR right now and what trends shape Human Resource Management?
- During COVID-19
- In general
2.1 Challenges during COVID-19
- More digital/digitalization: using technology / making sure that there is digital inclusion
- Not everyone can work from home
- Working from home
o Check if they work from home (also at work)
o Losing time if you have questions – schedule a meeting
o No small talk online
o Don’t know how they feel at home – wellbeing
o It takes a lot of energy but don’t get back from the laptop
o How to work from home? Not always easy for everyone to work from home
2
, Companies dealt with COVID-19 VERY differently
2.2 Trends in general
People
- More diversity
- inclusive environments
- make and have policies
- equal outcomes
- workplace is diverse
o difficult to make the inclusive workspaces
World
- Globalization
- having our company in all countries over the world
- make policies where it fits for everyone, different countries is different language, different management style…
- make an HR policy that is good for everyone
AIRBNB & UBER
- No traditional employee, GIG workers/freelancers, they have a working relationship with this company and choose when hey
will work / hard for HR to manage those people / another relationships
Technology
- Social media / technology / digitalization has a big impact on HR, use LinkedIn for example to recruit people / Vb an adaptive
learning path teaching = giving the same message, but here it is adapted to the persons interests
Graph/chart
- Recessions over the years / how economy influence/impact HR => impact on the labour market – economic circumstances –
big impact on the education level – knowing who is in the labour market (also a lot of lay-offs)
3. Important components of today’s new HRM = distributed HR
- Employers focus on keeping human capital, HR needs more time to focus on
strategy performance and engagement
- We will redistribute some tasks of HR to line managers (vroeger: HR only hire fire
and perform some tasks) – now the opertional taks will be part of the tasks of the
line managers (performance evaluations, doing interviews…)
o Because HR need more time for the important things
3.1 Performance and HRM
- Importance of collecting HR analytics and HR metrics
3
2022-2023
PEOPLE MANAGEMENT Ilse Lievens
,People Management Summary
Module 1: Introduction to HRM
1. What is Human Resource Management?
In-class exercise: what does HR entails?
- Hiring/firing/ recruiting/handling culture clashes / training and development
- Communication
- Motivating people
Some stereotypes people might have about HR.
What is
HRM?
HRM is the process of
- acquiring
- Training/developing.
- Appraising (evaluating) and
- compensating employees
and of attending to their:
- labour relations (relations between employers and employees) (labour unions – strikes often because there is a problem in
the labour relations) (bargaining/negotiations)
- health and safety
- fairness concerns
1.1 Importance that ALL managers have knowledge of HR
1. Avoid making personnel mistakes
- Hiring the wrong persons happens a lot & firing them is expensive
2. Improving profits and performance
- “You get results through people!”
3. You might spend some time as an HR manager, really
4. When you start your own business, you’ll have to know
- In many organisations, HRM responsibilities are not only for HR departments but for all managers!
1
,Think about your own experience
- What other mistakes often happen in organizations when dealing with people?
o They don’t listen to the employees
o Inclusivity
o Organized events the employees don’t want
o Culture of distress
o Lack of onboarding (they forget you start that day - when there is no training, no support…)
1.2 Line and staff aspects HRM
- Organisation chart with HR manager as staff manager
- Managing director
o è Diffrence: staff and line manager
- Line: can tell someone else to do
- Staff: can only advise to do something, give council, thye can’t
tell anyone what they have to do, just give advice
Small companies
- will outsource lots of things, use software ( a lot
of small companies don’t have an HR team)
Middle companies
- will have someone who knows some things about
HR
Big companies
- most of the times they have an HR team
1.3 The HR department + responsibilities
- Recruiter
o (people that are tasked with hiring employees – they can do it themselves or outsource this (agency’s))
- Employee relations
o (label relations – inclusion effeorts – policies on wellbeiing – bullying …)
- Compensation & benefits
o (paid correctly and on time is important – do it via agency’s or ourselves)
o benefits: car, phone, computer, shares/stocks, lunchcard, healthcare insurance
- Health & safety
o (important in manufacturing & production – safety regulations / equipment) (our company is compliant) (legal
requirements about health and safety) (also mental health – wellbeing@work)
- Training
o (do it ourselves or outsource it)
2. Trends shaping HR
What do you think are challenges for HR right now and what trends shape Human Resource Management?
- During COVID-19
- In general
2.1 Challenges during COVID-19
- More digital/digitalization: using technology / making sure that there is digital inclusion
- Not everyone can work from home
- Working from home
o Check if they work from home (also at work)
o Losing time if you have questions – schedule a meeting
o No small talk online
o Don’t know how they feel at home – wellbeing
o It takes a lot of energy but don’t get back from the laptop
o How to work from home? Not always easy for everyone to work from home
2
, Companies dealt with COVID-19 VERY differently
2.2 Trends in general
People
- More diversity
- inclusive environments
- make and have policies
- equal outcomes
- workplace is diverse
o difficult to make the inclusive workspaces
World
- Globalization
- having our company in all countries over the world
- make policies where it fits for everyone, different countries is different language, different management style…
- make an HR policy that is good for everyone
AIRBNB & UBER
- No traditional employee, GIG workers/freelancers, they have a working relationship with this company and choose when hey
will work / hard for HR to manage those people / another relationships
Technology
- Social media / technology / digitalization has a big impact on HR, use LinkedIn for example to recruit people / Vb an adaptive
learning path teaching = giving the same message, but here it is adapted to the persons interests
Graph/chart
- Recessions over the years / how economy influence/impact HR => impact on the labour market – economic circumstances –
big impact on the education level – knowing who is in the labour market (also a lot of lay-offs)
3. Important components of today’s new HRM = distributed HR
- Employers focus on keeping human capital, HR needs more time to focus on
strategy performance and engagement
- We will redistribute some tasks of HR to line managers (vroeger: HR only hire fire
and perform some tasks) – now the opertional taks will be part of the tasks of the
line managers (performance evaluations, doing interviews…)
o Because HR need more time for the important things
3.1 Performance and HRM
- Importance of collecting HR analytics and HR metrics
3
