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CHAPTER I An Overview of Human Resource Management, 4. HR FUNCTIONS,…
CHAPTER I
An Overview of Human Resource Management
1. DEFINITION
HRM
is a system of philosophies, policies and functional areas of activity (attracting, training-developing, and retaining staff) in alignment with the firm strategy; it needs the involvement of online administrators for timely deployment to achieve optimal results for organization as well as staff.
7. CHALLENGES
(3) Continuing cost containment
Manage effectively the costs related to HR
How to make employees work more efficiently
Arrange works the most suitable for employees
(6) Increasing rate and magnitude of change
The HR department makes the change
in an organization easier
Establish and maintain competency assessment
Optimize each individual's capacity
(5) Growing importance of knowledge capital
Intellectual resources
HR's decision
to maintain the company's talented staff.
Core competencies
VERY IMPORTANT
Approach rationally when the source of knowledge
probable competitive advantage
(1) Changing Technology
6 types of technology
Competitive advantage
Industrial production technology
ACCESS
The secret belongs
to the people
Technological revolution
Communication technology
Processing technology
Information Technology
(4) Increasing in market change
Inspiring the employee's creativity
Meet customer expectations immediately
Developing the potential of each employee according
to predictive future needs
(2) Increasing Globalization
Link cultures together
Optimal solution
Intense competition on a global scale
HR needs to create models and processes
achieve agility,efficiency, and global competitiveness.
3. CHARACTERISTICS
(1) The strategic nature of HRM
HRM aligns with the organization's strategy
leadership vision -
employee commitment to strategy
HR policy with a business plan
(2) The diversity of HRM
HRM 'hard'
Gain value added from people with HRM policie
Combine HR policy with business strategy
HRM "Soft"
Communicate, the Leadership, creating motivation
COMPETITIVE BENEFITS
Build employee conscientiousness
(3) The dedication-oriented
nature of HRM
Policies are interdependent, policy linkage
Staff conscientiousness
(4) Focus on business values
Attached to a solid strategic unity and culture (the leaders)
Staff will be dedicated to the strategy
Employees change to fit with company culture.
(5) Human capital
STAFF :warning: - the human capital KEY :star:
(6) Harmony benefits
Consolidation and harmony between the interests of Employees & Employers
(7) HRM towards each individual
Each employee -
an independent individual
Building organizational relationships
:explode: Each employee separately :explode:
Group, representation system
(8) Online Administrator involvement
(9) Ensure Human Resource Management is consistent with the labor law
Avoiding illegal acts
Complying with the law
Catch up with frequent legal changes
2. PURPOSES
(1) Organizational effectiveness
(2) Satisfying employee needs
(3) Talent management
(4) Knowledge management
(5) Motivation
(6) Employee relations
(7) Achieve diversity
5. HRM ROLES
Responsibilities of the human resource management department
Specific functions and responsibilities
Training and development:
skills training
career development
orientation
Achievement management:
Measuring
preparing and managing reviews.
Recruiting and recruiting
announcing
interviewing
selecting sources
examining
cooperating in the use of employees
Salary:
management of salaries, wages, retirement management and retirement related jobs, distribution of benefit plans + employee elimination plans.
Job design and analysis:
collect
analyze job characteristics information
Labor relations
investigating things such as employee attitudes
compliance with labor laws, ...
Human resource policy
communicating
storing
setting up
human resources information system.
Compliance with the law
ensure compliance with the law
test for safety, acceptable compromises.
Support for strategy
Human resource planning and forecasting
change management.
Responsibilities of the online administrator
Doing the assessment may suggest a raise.
There are several expectations of organizations: training employees in one or several aspects of the work the employee does.
Consider how decisions and policies affect your employees.
Will participate in interviewing the candidates and participate in making decisions who will be selected.
Determine what type of job needs to analyze and design the job and the number of employees to hire (human resource planning)
Ethics in human resource management
Actual ethical issues depend a lot on the value that managers hold as well as their philosophy about people.
Make employees feel recognized, developed,… satisfied.
Ethical issues should be reflected in human resource policies.
4. HR FUNCTIONS
(2) Staffing
(8) Setup & implementation HR policies and procedures
(4) Training and Development
(6) Compensation
(1) Analysis and design of work
(7) Employee and labor relations
(5) Performance management
(3) Recruitment and selection
Responsibilities
Business Partner Services
Developing effective human resource systems that help the organization achieve its goals: attracting, maintaining and developing employees 🡪 business savvy.
Administrative and transactional services
Solve administrative problems 🡪 experts in specific fields (recruitment, training, salary, insurance).
Strategic Partners
Contribute to the company's strategy through UNDERSTANDING human resources
6. CAREERS of HRM
Competencies
Reputable activist
Role model / Consultant
Talented organizer
Strategic architect
Relationship management
HR expertise
HRM Careers
Human Resources Competencies
The role is an interviewer, remuneration analyst, job analyst, and employee training
Human Resource Management as a Career Field
Role as a consultant for company administrators and their presence is linked to higher organizational performance and profitability
Human Resource Professionalism and Certification
The role is to be responsible for coordinating a company's policy and strategy with human resource management
More IMPORTANT