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Human Resource Introduction

Human resource management involves acquiring, training, developing policies and strategies to retain employees. The main objectives are defining organizational structure, building coordination, offering employee satisfaction and keeping up with societal changes. Key HR functions include recruitment, training, performance management, compensation and employee relations. Strategic HR focuses on being a business partner rather than just administrative tasks. Shared service and self-service models help control costs and improve HR services. Competitive challenges include sustainability, globalization and technology that HR must adapt to.

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Rina Lynne Baricuatro
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56 views18 pages

Human Resource Introduction

Human resource management involves acquiring, training, developing policies and strategies to retain employees. The main objectives are defining organizational structure, building coordination, offering employee satisfaction and keeping up with societal changes. Key HR functions include recruitment, training, performance management, compensation and employee relations. Strategic HR focuses on being a business partner rather than just administrative tasks. Shared service and self-service models help control costs and improve HR services. Competitive challenges include sustainability, globalization and technology that HR must adapt to.

Uploaded by

Rina Lynne Baricuatro
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Human Resource

Management
Human Capital
• Refers to the knowledge, education,
training, skills and expertise of a
firm's workers
Human Talent
• Sum of all the manifestations of
analytical, creative, social and
physical abilities of people
available in a community or
company
Human Resource Management
• Policies, practices and systems that influence
employee's behavior, attitudes and performance
• Both a function within an organization and the
process of acquiring, training, appraising and
compensating employees and attending to their
labor relations, health, safety and fairness
concerns
• Process of employing people, training them,
developing policies relating to them and
developing strategies to retain them
Four Main Objectives of HRM
• Defining organizational structure and driving
productivity
• Building coordination between organizational
departments
• Offering employee satisfaction
• Keeping up with the societal and ethical
models
Functions of the HR
Department
• Analysis and design of work
• Recruitment and selection
• Training and development
• Performance Management
• Compensation and benefits
• Employee relations/labor relations
• Personnel policies
• Employee data and information system
• Legal compliance
• Support to business strategy
Strategic Role of the HRM
function
• Decreasing administrative task to increasing
role as strategic business partner, change
agent and employee advocate

Biggest challenge: shifting the focus from


current operations to future strategies and
preparing non-HR managers to develop and
implement HR practices
Shared Service Model
• A way to organize HR function that includes
centers of expertise or excellence, service
partners and business partners
• Helps control costs and improve the business
relevance and timeliness of HR practices
Shared service model
• Centers of expertise or excellence - HR
specialists
• Service centers - central place for
administrative and transactional tasks
• Business partners - HR staff members who
work with business unit managers in strategic
issues
Self service
• Giving employees online access to or apps that
provide information about HR issues; enrolling
online in programs and services; completing
online attitude surveys

Outsourcing - the practice of having another


company provide services
- cost savings, increased ability to recruit and
manage talent, improve HR service quality and
protection of the company from potential lawsuits
Competencies for HR Professionals
Roles and Duties of the HR Manager

• Information Disseminator
• Spokesperson
• Role Model
• Problem solver
• Decision maker
• Disciplinarian
• Negotiator
• Motivator
• Change agent
• Mediator
• Strategic Planner
• Resource Allocator
• Career counselor
• Business advisor
Competitive Challenges

1. Competing through sustainability


• Deal with the workforce and employment
implications economy
• Understand and enhance the value of intagible
assets and human capital
• Meet the needs of stakeholders
• Emphasize customer service and quality
• Recognize and capitalize on the demographics and
diversity of the workforce
• Deal with legal ande ethical issues
2. Competing through globalization
• Entering international markets
• Offshoring and reshoring

Offshoring - exporting of jobs from developed


countries to countries where labor and other costs
are lower

Reshoring - return of jobs to the mother country


3. Competing through technology
• Consider social networking
• Artificial intelligence and robotics
• Use HRIS, mobile devices, cloud computing and HR
dashboards
• Consider high performance work systems and
virtual teams
Meeting the Competitive Challenges

1. Managing the human resource environment


2. Acquiring and preparing the human
resources
3. Assessment and development of human
resources
4. Compensating human resources

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