Transcript HRM 363 Fall 2009 - Ohio Northern University | Ohio

MGMT 3631
Human
Resource
Management
Fundamentals of Human Resource Management Overview
Part 1 The Human Resource Environment
Chapter 2: Trends in Human Resource Management
Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
Chapter 4: Analyzing Work and Designing Jobs
Part 2 Acquiring and Preparing Human Resources
Chapter 5: Planning for and Recruiting Human Resources
Chapter 6: Selecting Employees and Placing Them in Jobs
Chapter 7: Training Employees
Part 3 Assessing Performance and Developing Employees
Chapter 8: Managing Employees? Performance
Chapter 9: Developing Employees for Future Success
Chapter 10: Separating and Retaining Employees
Part 4 Compensating Human Resources
Chapter 11: Establishing a Pay Structure
Chapter 12: Recognizing Employee Contributions with Pay
Chapter 13: Providing Employee Benefits
Part 5 Meeting Other HR Goals
Chapter 14: Collective Bargaining and Labor Relations
Chapter 15: Managing Human Resources Globally
Chapter 16: Creating and Maintaining High-Performance Organizations
Chapter 1
Learning Objectives
(1 of 2)
1. Define human resource management and
explain how HRM contributes to an
organization’s performance.
2. Identify the responsibilities of human
resource departments.
3. Summarize the types of skills needed for
human resource management.
Chapter 1
Learning Objectives
(2 of 2)
4. Explain the role of supervisors in human
resource management.
5. Discuss ethical issues in human resource
management.
6. Describe typical careers in human
resource management.
Human Resource Management
(HRM)
• The policies,
practices, and
systems that
influence employees’:
– behavior
– attitudes
– performance
Human Resource Management
• e
Environmental
Factors
____________
Challenges of;
Society
Business
Legal
HR FUNCTIONS
Planning & Forecasting
Acquiring & Preparing
Assessing & Developing
Compensating
HR Goals
___________
Good Relations
International
Competition
High
Performance
Organizations
Human Resource
Management Practices
Responsibilities of HR Departments
At companies with effective
HRM:
• Employees and customers tend to be
more satisfied.
• The companies tend to:
– be more innovative
– have greater productivity
– develop a more favorable reputation in the
community
Human Capital
• Human Capital – an
organization’s
employees described
in terms of their:
–
–
–
–
–
–
training
experience
judgment
intelligence
relationships
insight
• The concept of
“human resource
management” implies
that employees are
resources of the
employer.
Impact of Human Resource
Management
Skills of HRM Professionals
Supervisors’ Involvement in HRM
Employee Rights
Standards for Identifying Ethical
Practices
Career Opportunities In Human
Resource Management
•
•
•
•
•
•
•
Human Resources Clerk
HR Assistant
Recruiter
Payroll Specialist
Health and Safety Specialist
HR Generalist
Training and Development Coordinator
Median Salaries for HRM Positions
The Society for Human Resource Management (SHRM) is the
world’s largest association devoted to human resource
management. Representing more than 250,000 members in over
140 countries, the Society serves the needs of HR professionals
and advances the interests of the HR profession. Founded in
1948, SHRM has more than 575 affiliated chapters within the
United States and subsidiary offices in China and India.