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Introduction to Human Resource Management (Current Global Challenges of…
Introduction to Human Resource Management
Concept and Definition of HRM
Definition
HRM is the design of
formal system
in organization - to ensure effectiveness use of human resource - accomplish organizational goal
Importance of HRM
To gain/ sustain CA through people by meeting the criteria
resource be at
value
: ees decrease cost, provide uniqueness of p/s to the customer or combination of both
resource be
rare
: skills, knowledge, attitude (SKA) are different from competitors
resource be
difficult to imitate
: each ees have different KSA and cannot be copied by others.
resource be
organized
: KSA can be combined, improve effectiveness and efficiency of company
To act as
strategic partner
to the organization
For proper
HR planning
To ensure people employed are being used as
efficiently and effectively
To deal with
HR issues and challenges
Environmental Factors of HRM
External Factors
Legal considerations/ Requirements:
federal, state and local rules which affect the HR policies - issues on laws, policies and regulations imposed by govt.
Economic conditions:
Labor Force/ Market:
pool of individual outside firm - it always changing and impact the workforce of an organization (accessibility, level of competencies)
Technological changes
Customers
Competition
Internal Factors
Current Global Challenges of HRM
Responding Strategically to Changes in the Marketplace
1.
Competing, Recruiting, and Staffing Globally
Setting CSR and Sustainability Goals
Contain cost while retaining top talent, maximize productivity
Respond to demographic, diversity challenges of the workforce
Adapting to educational and cultural shifts affecting the workforce
Advancing HRM with Technology
Human Capital and HRM
Definition:
The knowledge, skills and capabilities of individual - have an economic value to an organization
Features:
intangible
cannot be managed the same as manage jobs, products and technologies.
Valuable because
:
based on company-specific skills
gained through long term experience
can be expanded through development
The HRM System (Mondy & Noe, 2005)
Human Resource Development
1. Training:
to provide learners with KS for present job - development involve learning for a long term career development
2. Career Planning:
On-going process of setting career goals - identify means to achieve them.
A formal approach by organization - to ensure people with proper qualifications and experience are available when needed
3. Organization Development:
Planned process of improving organization - develop structures and systems, process - improve effectiveness and achieve goals
4. Performance Appraisal:
Review and evaluate individuals/ team task performance
Compensation & Benefits:
Reward people who performs organizational work through
pay and incentives
and non financial reward:
sick leave
holidays
medical coverage (EA, MA)
Employment & Labor Relations:
HR referred as IR when ees are represented by union.
Handles the job of collective bargaining
Safety & Health:
Protecting ees from injuries caused by work related accident - ees' freedom from emotional and physical illness (OSHA, DOSH)
Staffing
Ensure that organization has a proper number of employees with appropriate skills at the right jobs.
Job Analysis:
systematic process of determining skills, duties, and knowledge required to perform task.
Consist of:
job description
job specification
HR Planning:
process of comparing HR requirements with availability - determine whether has excess or shortage
Recruitment:
process of attracting qualified individuals - encourage them to apply at the organization
Selection:
process of choosing those individuals in a group - suited the position and the company (interview)