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Fundamentals of Human Resource
Management 8e, DeCenzo and Robbins
Chapter 2Fundamentals of HRM
Fundamentals of HumanResource ManagementEighth Edition
DeCenzo and Robbins
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Management involves setting goals and allocatingscarce resources to achieve them.
Management is the process of efficiently achieving
the objectives of the organization with and throughpeople.
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Primary Functions of Management Planning establishing goals
Organizing determining what activities need to be done
Leading assuring the right people are on the job and
motivated Controlling monitoring activities to be sure goals are
met
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The role of human resource managers haschanged. HRM jobs today require a new level ofsophistication.
Federal and state employment legislation has placednew requirements on employers.
Jobs have become more technical and skilled.
Traditional job boundaries have become blurred withthe advent of such things as project teams andtelecommuting.
Global competition has increased demands forproductivity.
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The Strategic NatureHRM must be
a strategic business partner and represent employees.
forward-thinking, support the business strategy, andassist the organization in maintaining competitive
advantage. concerned with the total cost of its function and for
determining value added to the organization.
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HRM is the part of the organization concernedwith the people dimension.
HRM is both a staff, or support function that
assists line employees, and a function of everymanagers job.
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HRM Certification Colleges and universities offer HR programs.
The Society for Human Resource Management andHuman Resource Certification Institute offer
professional certification.
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Four basicfunctions:
Staffing
Training andDevelopment
Motivation
Maintenance
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Strategic Environment
Governmental Legislation
Labor Unions
Management Thought
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HRM Strategic Environment includes: Globalization Technology Work force diversity
Changing skill requirements Continuous improvement Work process engineering Decentralized work sites
Teams Employee involvement Ethics
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Governmental Legislation Laws supporting employer and employee actions
Labor Unions Act on behalf of their members by negotiating contracts
with management
Exist to assist workers
Constrain managers
Affect non unionized workforce
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Management Thought Management principles, such as those from scientific
management or based on the Hawthorne studiesinfluence the practice of HRM.
More recently, continuous improvement programs havehad a significant influence on HRM activities.
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Employment planning ensures that staffing will contribute to the organizations
mission and strategy
Job analysis determining the specific skills, knowledge and abilities
needed to be successful in a particular job
defining the essential functions of the job
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Recruitment the process of attracting a pool of qualified applicants
that is representative of all groups in the labor market
Selection the process of assessing who will be successful on thejob, and
the communication of information to assist job
candidates in their decision to accept an offer
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Activities in HRM concerned withassisting employees to develop up-to-date skills, knowledge, and abilities
Orientationand socializationhelpemployees to adapt
Four phases of training and development Employee training
Employee development Organization development
Career development
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Activities in HRM concerned with helpingemployees exert at high energy levels.
Implications are:
Individual Managerial
Organizational
Function of two factors:
Ability Willingness
Respect
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Managing motivation includes: Job design
Setting performance standards
Establishing effective compensation and benefits
programs Understanding motivational theories
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Classic Motivation Theories Hierarchy of NeedsMaslow Theory X Theory YMcGregor Motivation Hygiene Herzberg Achievement, Affiliation, and Power Motives
McClelland
Equity Theory Adams Expectancy Theory - Vroom
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Activities in HRM concerned with maintainingemployees commitment and loyalty to theorganization. Health
Safety Communications Employee assistance programs
Effective communications programs provide for
2-way communication to ensure that employeesare well informed and that their voices areheard.
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Four Functions: Employment
Training and development
Compensation/benefits
Employee relations
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Employment - Employment specialists: coordinate the staffing function advertising vacancies perform initial screening
interview make job offers do paperwork related to hiring
Training and Development
help employees to maximize their potential serve as internal change agents to the organization provide counseling and career development
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Compensation and Benefits establish objective and equitable pay systems
design cost-effective benefits packages that help attractand retain high-quality enployees.
help employees to effectively utilize their benefits, suchas by providing information on retirement planning.
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Employee Relations involves: communications
fair application of policies and procedures
data documentation
coordination of activities and services that enhanceemployee commitment and loyalty
Employeerelations should not be confused with laborrelations, which refers to HRM in a unionized
environment.
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Purpose and Elements of HRM Communications Keep employees informed of what is happening and
knowledgeable of policies and procedures.
Convey that the organization values employees.
Build trust and openness, and reinforce company goals.
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Effective Communication programs involve: Top Management Commitment
Effective Upward Communication
Determining What to Communicate
Allowing for Feedback Information Sources
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Research has shown that a fully functioning HRdepartment does make a difference.
Organizations that spend money to have qualityHR programs perform better than those who
dont. Practices that are part of superior HR services
include: rewarding productive work
creating a flexible work-friendly environment properly recruiting and retaining quality workers effective communications
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General managers may perform HRMfunctions, HRM activities may beoutsourced, or a single generalist mayhandle all the HRM functions.
Benefits include freedom from many government regulations
an absence of bureaucracy
an opportunity to share in the success of thebusiness
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HRM functions are more complex whenemployees are located around the world.
Consideration must be given to such things asforeign language training, relocation and
orientation processes, etc. HRM also involves considering the needs of
employees families when they are sent overseas.
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HRM must: Make sure employees know about corporate ethics
policies
Train employees and supervisors on how to act ethically
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The Sarbanes-Oxley Act passed in 2002,establishes procedures for public companiesregarding how they handle and report theirfinancial status. Establishes penalties for noncompliance.
Provides protection for employees who report executivewrongdoing.
Requires that companies have mechanisms in place
where complaints can be received and investigated.
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