L1. INTRODUCTION TO HRM Flashcards
human grouping in which work is done for the accomplishment of some
specific goals or mission.
organization
total knowledge, skills, creative abilities, talents
and aptitudes of an organization’s workforce as well as the values, attitudes, approaches
and beliefs of individuals involved in the affairs of the organization.
human resources
paramount importance in the success of any organization
human resource
in the age of knowledge economy, the perception is that people are the real capital. since competition would depend on coming up with better ideas, imagination becomes extremely important
human capital.
five functions that managers are expected to carry out
planning
organizing
staffing
leading
controlling
management functions that helps managers’ recruit, select,
train and develop members for an organization. It is concerned with the people’s dimension in
organizations.
human resource management
It refers to the philosophy, policies, procedures and practices
related to the management of people within an organization.
human resource management
according to them HRM is a strategic approach to managing employment
relations which emphasizes that people’s capabilities is critical to achieving sustained competitive advantage, this being achieved through a distinctive set of integrated employment
policies, programs and practices”.
Bratton and Gold
According to him, HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resource to the achievement or accomplishment of individual, organizational and social objectives.
Edwin B Flippo
concerned with the acquisition of proper kind and number of personnel’s
necessary to accomplish organizational goals.
recruitment
related with the increment/enhancement of abilities, knowledge and
skills of human resources through training and development.
development
refers to the pay and benefits that employees receive from the company.
It is in the form of salary, wages, incentives and fringe benefits.
compensation
attempt to effect reasonable reconciliation of individual, societal and
organizational interests.
integration
maintaining the physical conditions of employees (health and
safety measures) and employee service programs. It also includes legal compliance and
maintenance of industrial relations.
maintenance function
is the management of separating employees from organizations. It is negative recruitment.
separation
It may take the form of retirement, resignation, dismissal, lay-off or
retrenchment.
separation
is hrm proactive or reactive
proactive
if you commit personnel mistakes you will encounter the following:
To hire the wrong person for the job
To experience high turnover
To find out people not doing their best
To waste time with countless and useless interviews
To have the company sued (charged) for discriminatory actions.
To be quoted under bad example of unsafe practices
To have some of your employees think their salaries are unfair and inequitable relative to
others in the organization
To allow a lack of training to undermine your department’s effectiveness and
To commit any unfair labor practices.
if the managers properly apply the concepts and functions of HRM, the outcomes are:
Creation of a better image
More Profits
Higher Productivity
More Competent People
Better Generation of Internal Resources
More Team-work, Synergy and Respect for Each Other
More Problem Solving
Higher Work-commitment and job Involvement
Growth and Diversification
Better Developed Roles
Better Utilization of Human Resources
hrm objectives
development of employees (personal objectives)
growth and development of the org (organizational objectives)
development of HR function and climate (functional objectives)
objectives for the welfare of the society (societal objectives)
an approach to managing human resources that aligns HR practices with the organization’s strategic goals and objectives.
strategic human resource management (SHRM)
involves developing and implementing HR strategies that support the overall business strategy. it focuses on creating a competitive advantage through people
SHRM
helps organizations achieve their strategic goals by ensuring they have the right people with the right skills in the right place at the right time.
SHRM
objectives of SHRM
- Align HR strategies with business strategies
- Develop a high-performing workforce
- Improve employee engagement and retention
- Create a competitive advantage
- Support organizational growth and innovation
