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Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 1 | Introduction

Chapter 1

An Overview of Human Resource Management

© 2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook


All rights reserved. The University of West Alabama
After studying this chapter, you should be able to:

1. Explain the importance of HRM


2. Describe the growth of HR function
3. Understand the impact of current social,
business & economic changes on HRM
4. Describe the structure of HR functions in
organizations
5. Clarify the requirements for a career in HRM
6. List the role & structure of the Ministry of
Human resources
© 2008 Prentice Hall, Inc. All rights reserved. 1–2
Human Resource Management at Work
• What Is Human Resource Management (HRM)?
 The policies and practices involved in carrying out the
“people” or human resource aspects of a management
position, including recruiting, screening, training,
rewarding, and appraising.
 An activity found in organizations whether they are
business or service-oriented, large or small
 A group of people who work together to achieve common
goals
 Is the development & implementation of systems in an
organization for attracting, developing & retaining a high-
performing workforce

© 2008 Prentice Hall, Inc. All rights reserved. 1–3


The Historical Background to HRM

The Historical Analysis:


Industrial Revolution
1 Specialization, exploitation of workers, worker
alienation

2 Human relations Approach


Emphasis on supervisory training, recreation
programmes, welfare programmes

3 Recent Development
Increased labor legislation, organizations getting
bigger, the world getting smaller, increasing workforce
diversity, rapid change

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Change & HRM

• Technological changes
• Globalization & increased
competition
• Employee education &
expectations
• Workforce diversity

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The Purpose, Structure & Functions of a
Human Resource Department
1. Recruit suitable workers
2. Ensure the workers receive appropriate training
3. Establish systems for compensation & rewarding employees
4. Help heads of departments keep their subordinates free from
injury & sickness
5. Design & implement appropriate disciplinary systems so workers
who defy organizational rules & thus jeopardize its success can
be dealt with
6. Develop a working relationship with the employees’ trade union
representatives, where the workers are unionized
7. Ensure the organization is complying with the country’s
employment laws
8. Maintain staff records

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Line and Staff Aspects of HRM
• Line manager
 A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing
the organization’s tasks

• Staff manager
 A manager who assists and advises line managers.

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HRM as a Shared Function
Activity Responsibility
Submit requisition for recruitment of staff HOD

Check that job description & specification are HOD


current
Advertise vacancy internally & externally HR

Shortlist applicants HR

Call applicants for interview & test HR

Interview applicants HR & HOD

Test suitable applicants HR

Send out letter of offer to successful applicant HR

Welcome new employee/induction HR & HOD

© 2008 Prentice Hall, Inc. All rights reserved. 1–8


Careers in HRM
• Entry into a career in HRM
 Start as a clerk – executive position – management
 Young diploma & degree holders
 Proven can learn fast & have good communications skills
 Diploma in HRM, psychology or other similar discipline
 Certificate & Diploma in HRM offered by the Malaysian Institute of HRM
(MIHRM)
 Need to develop a broad understanding of management

• Skills required of HR Specialists


 The most important requirement is communication skill
 Ability to present ideas cogently & clearly
 Able to use suitable software packages – to provide information as efficiently
as possible

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Measuring HR’s Contribution
• The HR Scorecard
 www.mohr.gov.my

 www.kwsp.gov.my

 www.hrdportal.com.my

 www.lawyerment.com.my

 www.lexis-nexis.com/universe

 www.mef.org.my

 www.mtuc.org.my

 www.ilo.org

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Application Forms and the Law

Communication
skills

Ability to bring
about change

Personal
High ethical
standards
Qualities & Skills
Required of HR Information
Specialists Technology (IT)
savvy

Ability to
Numerate & able to
understand the
analyze data
business context

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Functions of the HRD
• Employment
 HR planning

 recruitment

 Establishing career movement policies, including transfers &


promotions
 Setting policies & administering disciplinary actions systems

 Terminating employees

 Liaison with Immigration & Labour Departments

 Record keeping

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Functions of the HRD
• Training & Development
 Holding induction programmes

 Providing skills training

 Organizing supervisory & management development


programmes
 Establishing & administering performance development
programmes

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Functions of the HRD
• Payment/Reward Systems
 Developing a wage structure

 Establishing incentive schemes

 Preparing information for payroll preparation

 Advising on benefits

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Functions of the HRD
• Health & Safety
 Organizing safety programmes

 Establishing wellness programmes

 Accident investigation

 Provision of health services

 Establishing programmes to prevent sexual harassment &


violence

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Functions of the HRD
• Employee Services/Welfare
 Overseeing canteen facilities

 Provision of transport

 Provision of recreation facilities

 Counselling

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Functions of the HRD
• Productivity Improvement Schemes
 Establishing & maintaining quality improvement
initiatives including the introduction &
implementation of ISO programmes, suggestion
schemes, team problem solving activities, Kaizen
tools, 5S & other similar programmes

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Functions of the HRD
• Industrial Relations
 Grievance handling

 Relation with trade union representatives

 Collective bargaining negotiations

 Preparing contingency plans for strike action

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