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Chapter 1 HRM (Gary Dessler). Human Resource Management (HRM) Human Resource Management is the process of acquiring, training, appraising, & compensating employees, & attending to their labor relation, health, safety,& fairness concerns. . The Strategic Role of Human Resource Management.

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The strategic role of human resource management

Chapter 1

HRM (Gary Dessler)

Human Resource Management (HRM)Human Resource Management is the process of acquiring, training, appraising, & compensating employees, & attending to their labor relation, health, safety,& fairness concerns.

The Strategic Role of Human Resource Management


Chapter 1

HRM (Gary Dessler)

Management ProcessThe five basic functions of Management are usually identified as: Planning, Organizing, Staffing, Leading and Controlling.PODSCORB—Planning, Organizing,Directing, Staffing, Coordinating, Reporting, Budgeting


Functions of the hr department or the human resource management hrm

Chapter 1

HRM (Gary Dessler)

Functions of the HR Department: or the Human Resource Management (HRM):

  • Conducting job analysis (determining the nature of each employee’s job)

  • Planning labor needs and recruiting job candidates

  • Selecting job candidates

  • Orientation and training new employees

  • Managing wages and salaries (compensating employees)

  • Providing incentives and benefits

  • Appraising performance

  • Communicating (interviewing, counseling, disciplining)

  • Training and developing managers

  • Building employee commitment


Personnel mistakes or why is hr management important to all managers

Chapter 1

HRM (Gary Dessler)

Personnel Mistakes OR Why Is HR Management Important to All Managers?

  • Hire the wrong person for the job

  • Experience high turnover

  • Find your people not doing their best

  • Waste time with useless interviews

  • Have your company taken to court because of discriminatory actions

  • Have some employees think their salaries are unfair and inequitable relative to others in the organization

  • Allow lack of training to undermine your department’s effectiveness

  • Commit any unfair labor practices


Chapter 1

HRM (Gary Dessler)

Basic HR Concepts

Line and Staff Aspects of HRMLine Manager:A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization’s goals. Not located in a Corp. office; works in the “field”; direct bottom line. Staff Manager:A manager who assists and advise line managers. In the Corp/ Regional office.(Market, HR, Legal, Fin/ Accounting etc)


Chapter 1

HRM (Gary Dessler)

Line Managers’ HRM Responsibilities1. Placing the right person on the right job2. Starting new employees in the organization (orientation)3. Training employees for jobs that are new to them4. Improving the job performance of each person5. Gaining creative cooperation and developing smooth working relationship6. Interpreting the company’s policies and procedures7. Controlling corporate & labor costs8. Developing the abilities of each person9. Creating and maintaining department morale10. Protecting employee’s health and physical condition


Functions of the hr manager

Chapter 1

HRM (Gary Dessler)

Functions of the HR Manager

  • A line function

    • The HR manager directs the activities of the people in his or her own department and in related service areas.

  • A coordinative function

    • HR managers also coordinate personnel activities, a duty often referred to as functional control.

  • Staff (assist and advise) functions

    • Assisting and advising line managers is the heart of the HR manager’s job.

      The HR manager can be the most important person in the company


Hr and authority

Chapter 1

HRM (Gary Dessler)

HR and Authority

  • Authority

    • The legal right to make decisions, direct others’ work, and give orders.

  • Implied authority

    • The authority exerted by an HR manager by virtue of others’ knowledge that he or she has access to top management.

  • Line authority

    • The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas.


Employee advocacy

Chapter 1

HRM (Gary Dessler)

Employee Advocacy

  • HR must take responsibility for:

    • Clearly defining how management should be treating employees.

    • Making sure employees have the mechanisms required to contest unfair practices.

    • Represent the interests of employees within the framework of its primary obligation to senior management.


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