Human Resources Management
Chapter 1: Introduction to HR
SUMMARY
Upwork symbolizes what’s new in HRM. Employers use it to find, screen, hire, and pay the talent
they need online.
1. Explain what HRM is and how it relates to the management process
- Human resource management (HRM) is the process of acquiring, training, appraising,
and compensating employees and attending to their labor relations, health and safety, and
fairness concerns.
- Five basic functions in the management process:
+ Planning: Establishing goals and standards; developing rules and procedures; developing
plans and forecasts
+ Organizing: Assigning specific tasks; establishing departments; delegating authority;
establishing channels of authority and communication; coordinating the work of
subordinates
+ Staffi ng: Determining hiring criteria; recruiting and selecting prospective employees;
setting performance standards; compensating employees; evaluating performance;
counseling employees; training and developing employees
+ Leading: Getting others to get the job done; maintaining morale; motivating subordinates
+ Controlling: Setting standards such as sales quotas, quality standards, or production
levels; comparing actual performance with standards; taking corrective actions as needed
- W hy is HRM important to all managers?
+ Avoid personnel mistakes: Hire the wrong people; Experience high turnover; Commit
unfair labor practices, etc.
+ Improve profits and performance
+ Spend time as an HR manager
+ HR for small businesses
- Line and Staff Aspects of HRM
- Line managers’ HRM responsibilities
+ Place the right person in the right job
+ Start new employees in the organization [orientation]
+ Train employees for new jobs
,+ Improve the job performance of each person → Develop the
abilities of each person
+ Protect employee’s health and physical conditions
+ Gain creative cooperation and develop smooth working relationships
+ Interpret the company’s policies and procedures
+ Control labor costs
HUMAN RESOURCES DEPARTMENT ORGANIZATION CHART SHOWING TYPICAL HR JOB TITLES
2. Briefly discuss and illustrate the important trends influencing HRM
- W orkforce demographics and Diversity trends: workforce shortfalls (not enough
younger workers)
- Trends in jobs people do:
+ Work has shifted from manufacturing to service.
+ On-demand workers: Employees in companies are mostly freelancers and independent
contractor-gig workers.
+ Superior human capital: More jobs are becoming high-tech (even traditionally
manufacturing jobs) + skilled workers
- Technological trends
+ Changing nature of jobs
+ Changing how employers do HRM
, ● SNS to recruit (LinkedIn) or sites (Glassdoor & JobBite)
● Mobile app: gamification
● Cloud computing-based tools for real-time tracking
● Data analytics ~ Talent analytics
● AI & AR (training)
- Globalization (Offshore even highly skilled jobs such as lawyer) & Economic trends
(Slow economic growth)
+ Labor force trends: The labor force is growing more slowly - the
labor force participation rate is falling - and baby boomers
are aging → Talent management (acquisition, development, and
retention) is ranked as the top concern.
+ Unbalanced labor force/demand between occupations (such as low
unemployment rates for engineering - college education
required) and others (high unemployment rates but generally
require less than a 4-year college degree) → Many people work
in jobs “below” their expertise.
3. Briefly describe six important components or pillars of HRM today
- Distributed HR & the new HRM
Chapter 1: Introduction to HR
SUMMARY
Upwork symbolizes what’s new in HRM. Employers use it to find, screen, hire, and pay the talent
they need online.
1. Explain what HRM is and how it relates to the management process
- Human resource management (HRM) is the process of acquiring, training, appraising,
and compensating employees and attending to their labor relations, health and safety, and
fairness concerns.
- Five basic functions in the management process:
+ Planning: Establishing goals and standards; developing rules and procedures; developing
plans and forecasts
+ Organizing: Assigning specific tasks; establishing departments; delegating authority;
establishing channels of authority and communication; coordinating the work of
subordinates
+ Staffi ng: Determining hiring criteria; recruiting and selecting prospective employees;
setting performance standards; compensating employees; evaluating performance;
counseling employees; training and developing employees
+ Leading: Getting others to get the job done; maintaining morale; motivating subordinates
+ Controlling: Setting standards such as sales quotas, quality standards, or production
levels; comparing actual performance with standards; taking corrective actions as needed
- W hy is HRM important to all managers?
+ Avoid personnel mistakes: Hire the wrong people; Experience high turnover; Commit
unfair labor practices, etc.
+ Improve profits and performance
+ Spend time as an HR manager
+ HR for small businesses
- Line and Staff Aspects of HRM
- Line managers’ HRM responsibilities
+ Place the right person in the right job
+ Start new employees in the organization [orientation]
+ Train employees for new jobs
,+ Improve the job performance of each person → Develop the
abilities of each person
+ Protect employee’s health and physical conditions
+ Gain creative cooperation and develop smooth working relationships
+ Interpret the company’s policies and procedures
+ Control labor costs
HUMAN RESOURCES DEPARTMENT ORGANIZATION CHART SHOWING TYPICAL HR JOB TITLES
2. Briefly discuss and illustrate the important trends influencing HRM
- W orkforce demographics and Diversity trends: workforce shortfalls (not enough
younger workers)
- Trends in jobs people do:
+ Work has shifted from manufacturing to service.
+ On-demand workers: Employees in companies are mostly freelancers and independent
contractor-gig workers.
+ Superior human capital: More jobs are becoming high-tech (even traditionally
manufacturing jobs) + skilled workers
- Technological trends
+ Changing nature of jobs
+ Changing how employers do HRM
, ● SNS to recruit (LinkedIn) or sites (Glassdoor & JobBite)
● Mobile app: gamification
● Cloud computing-based tools for real-time tracking
● Data analytics ~ Talent analytics
● AI & AR (training)
- Globalization (Offshore even highly skilled jobs such as lawyer) & Economic trends
(Slow economic growth)
+ Labor force trends: The labor force is growing more slowly - the
labor force participation rate is falling - and baby boomers
are aging → Talent management (acquisition, development, and
retention) is ranked as the top concern.
+ Unbalanced labor force/demand between occupations (such as low
unemployment rates for engineering - college education
required) and others (high unemployment rates but generally
require less than a 4-year college degree) → Many people work
in jobs “below” their expertise.
3. Briefly describe six important components or pillars of HRM today
- Distributed HR & the new HRM
