MGT 301 Chapter 01 Introduction To HRM 2020
MGT 301 Chapter 01 Introduction To HRM 2020
MGT 301 Chapter 01 Introduction To HRM 2020
Management
Chapter 01
The Management Process/ Functions of
Management
HRM is the 3rd function- STAFFING
What is HRM?
Human Resource Management (HRM) is an operation
in companies designed to maximize employee
performance in order to meet the employer's
strategic goals and objectives.
In terms of
• recruiting, hiring and
• Training an employee :
Recruitment
• For example, in recruiting and hiring, the line manager
describes the qualifications employees need to fill specific
positions. Then the human resource team takes over.
They develop sources of qualified applicants, and conduct
initial screening interviews. They administer the
appropriate tests. Then they refer the best applicants to
the line manager, who interviews and selects the ones he
or she wants.
Training
• In training, the line manager again describes what he or
she expects the employee to be able to do. Then the
human resource team devises a training program, which
the line manager then (usually) administers.
Time for you to THINK!
• Do you think line managers have to fulfill HRM
responsibilities?
YES!
• However, line managers do have many human resource
duties. This is because the direct handling of people has
always been part of every line manager’s duties
Line managers HR Duties:
1. Placing Right Person on the Right Job
2. Orientation of the employees
3. Training employees for the job
4. Improving the job performance
5. Gaining creative co-operation and developing smooth work
experiences
6. Interpreting companies policy and procedures
7. Controlling labor costs
8. Developing abilities of each person
9. Creating and maintaining department morale
10. Protecting employees health and physical condition
HR Managers Duties
• Line function : directs the activities of people in his or her own
department
• Staff function : Advises the CEO so that CEO can better understand
the personnel aspect of the company’s strategic operation
Typical position for HR personnel:
• Recruiters- Search for qualified job applicants
• Employers are also offering human resource services in new ways. For
example, some organize their HR services around four groups:
transactional, corporate, embedded, and centers of expertise.
How Technology a) Employers increasingly use social media tools such as Twitter,
shaping up Facebook, and LinkedIn to recruit new employees.
today’s HRM
b) Employers use new mobile applications, for instance, to
1. Estimation monitor employee location.
by
Accenture
c) The feedback, fun, and objectives inherent in gaming support
many new training applications, and websites such as -Knack,
consulting firm Gild, and True Office enable employers to inject gaming
Accenture features into training, performance appraisal, and recruiting.
estimates that
social media
d) Cloud computing and more intuitive user interfaces enable
connections via
employers to monitor and report on things like a team’s goal
tools like
attainment and to provide real-time evaluative feedback.
LinkedIn will
soon produce as
many as 80% e) Finally, data analytics basically means using statistical
of new recruits techniques, algorithms, and problem-solving to identify
relationships among data for the purpose of solving particular
problems
• The first is the HR department lever. The HR manager ensures that the human
resource management function is delivering services efficiently. For example, this
might include outsourcing certain activities such as benefits management, and using
technology to deliver its services more cost-effectively.
• The second is the employee costs lever. For example, the human resource manager
takes a prominent role in advising top management about the company’s staffing
levels, and in setting and controlling the firm’s compensation, incentives, and benefits
policies.
• The third is the strategic results lever. Here the HR manager puts in place the
policies and practices that produce the employee competencies and skills the
company needs to achieve its strategic goals.
HR And evidence-Based Management
1. Leadership & Navigation The ability to direct and contribute to initiatives and processes
within the organization.
2. Ethical Practice The ability to integrate core values, integrity, and accountability
throughout all organizational and business practices.
3. Business Acumen The ability to understand and apply information with which to contribute
to the Organization’s strategic plan.
4. Relationship Management The ability to manage interactions to provide service and to
support the organization.
5. Critical Evaluation The ability to interpret information with which to make business
decisions and recommendations.
6. Global & Cultural Effectiveness The ability to value and consider the perspectives and
backgrounds of all parties.
7. Communication The ability to effectively exchange information with stakeholders.
Time for you to THINK!
• Raihan works in HR department at a multinational
company- “MMY”. Raihan is responsible for looking after
the canteen facility, transportation. He also looks after the
daily attendance sheet and update employees record on a
regular basis.