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CHAP 1: OVERVIEW OF HUMAN RESOURCES MANAGEMENT (HRM) - Coggle Diagram
CHAP 1:
OVERVIEW OF HUMAN RESOURCES MANAGEMENT (HRM)
Definition
: HR is the process of managing human talent to achieve an organization objectives
HUMAN CAPITAL the knowledge, skills, and capabilities of individuals that have economic value to an organization
THE IMPORTANCE
OF HRM
to contribute towards achieving the organizational goals
to control HR perfomance
to develop employees for the benefit of organization
to recommend HR policies
to act as strategic partner to the organization
to recognize employees as an importance asset
[THE FUNCTIONS OF HRM ]
STAFFING
recruitment
HR planning
job analysis
selection
HUMAN RESOURCE DEVELOPMENT(HRD)
training
career planning
organization development
performance appraisal
COMPENSATION AND BENEFITS
SAFETY AND HEALTH
EMPLOYEE AND LABOR RELATIONS
EXTERNAL FACTORS
Legal Considerations / Requirements
Economic Conditions
Labor Force / Market
Technological Changes
Customers
Competition
Shareholders
Unions
Society
INTERNAL FACTORS
organizational policy
organization perfomance
internal labor supply and demand
finance
operations
marketing
7 CHALLENGES & HRM
advancing HRM with technology
from touch labor to knowledge workers
human resources information system ( HRIS )
containing costs while retaining top talent and maximizing productivity
benefits of a no-layoff policy
a recruiting edge
readiness to snap back with the economy
higher customer satisfaction
etc.
employee leasing
hidden costs of a layoff
severance and rehiring costs
pension & benefit payoffs
lack of staffers when the economy rebounds
accrued vacation and sick day payoffs
etc.
setting and achieving corporate social responsibility and sustainability goals
corporate social responsibility
responding to the demographic and diversity challenges of the workforce
managing diversity
demographic changes
competing, recruiting, and staffing globally
globalization
impact
partnership with foreign firms
lower trade and tariff bariers
"anything, anytime, anywhere" markets
adapting to educational and cultural shifts affecting the workforce
responding strategically to changes in the marketplace
downsizing
offshoring
outsourcing
six sigma
the partnership of line managers & HR departments
competencies HR managers require
HR mastery
personal credibilaty
business mastery
responsibilities of HR managers
service
policy formulation & implementation
strategiic advice and counsel
employee advocacy
