1、Copyright 2014 by the McGraw-Hill Companies,Inc.All rights reserved.McGraw-Hill/IrwinFUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITIONBY R.A.NOE,J.R.HOLLENBECK,B.GERHART,AND P.M.WRIGHTCHAPTER 1 MANAGING HUMAN RESOURCES1-2 2014 by McGraw-Hill Education.This is proprietary material solely for auth
2、orized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.NEED TO KNOW 1.Definition of HRM and how HRM contributes to an organizations performance.2.Responsibilities of
3、HR departments.3.Types of skills needed HRM.4.Role of supervisors.5.Ethical issues in HRM.6.Typical careers HRM.1-3 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,sc
4、anned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Human Resource Management(HRM)The policies,practices,and systems that influence employees:behaviorattitudesperformance1-4 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not
5、 authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.FIGURE 1.1:HRM PRACTICES1-5 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authoriz
6、ed for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.COMPANIES WITH EFFECTIVE HRM:Employees and customers tend to be more satisfied.The companies tend to:be more innovativehave greater productivityd
7、evelop a more favorable reputation in the community1-6 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website
8、,in whole or part.HUMAN CAPITALHuman Capital an organizations employees described in terms of their:trainingexperiencejudgmentintelligencerelationshipsinsightThe concept of HRM implies that employees are resources of the employer.1-7 2014 by McGraw-Hill Education.This is proprietary material solely
9、for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Figure 1.2:Impact of HRM1-8 2014 by McGraw-Hill Education.This is proprietary material solely for autho
10、rized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.HRM and Sustainable Competitive AdvantageAn organization can succeed if it has sustainable competitive advantage
11、.HR have the necessary qualities to help give organizations this advantage:HR are valuable,cannot be imitated,have no good substitutes and with needed skills and and knowledge are sometimes rare.1-9 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not a
12、uthorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.At Southwest Airlines,the companys focus is on keeping employees loyal,motivated,trained,and compensated.In turn,there is a low turnover r
13、ate and a high rate of customer satisfaction.1-10 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in w
14、hole or part.High-Performance Work SystemAn organization in which technology,organizational structure,people,and processes all work together to give an organization a competitive advantage.1-11 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not author
15、ized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Table 1.1:Responsibilities of HR Departments1-12 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor us
16、e.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Analyzing and Designing JobsProcess of getting detailed information about jobs.Process of defining the way work will be performed a
17、nd the tasks that a given job requires.Job AnalysisJob Design1-13 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted o
18、n a website,in whole or part.Recruiting and Hiring EmployeesThe process through which the organization seeks applicants for potential employment.The process by which the organization attempts to identify applicants with the necessary knowledge,skills,abilities,and other characteristics that will hel
19、p the organization achieve its goals.RecruitmentSelection1-14 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a
20、website,in whole or part.Qualities of Job CandidatesWhich of the following qualities were in the top 5 as reported by employers?A.Technical skillsB.IntelligenceC.Interpersonal skillsD.Computer skills1-15 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.
21、Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Table 1.2:Top Qualities Employers Seek in Job Candidates1-16 2014 by McGraw-Hill Education.This is proprietary material solely for au
22、thorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Training and Developing EmployeesA planned effort to enable employees to learn job-related knowledge,skills,a
23、nd behavior.Acquisition of knowledge,skills,and behaviors that improve an employees ability to meet changes in job requirements and in customer demands.TrainingDevelopment1-17 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or d
24、istribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Managing PerformancePerformance Management The process of ensuring that employees activities and outputs match the organizations goals.HR department may be respo
25、nsible for developing or obtaining questionnaires and other devices for measuring performance.1-18 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,
26、forwarded,distributed,or posted on a website,in whole or part.Planning&Administering Pay&BenefitsHow much salary,wages bonuses,commissions,and other performance-related pay to offer.Which benefits to offer and how much of the cost will be shared by employees.Systems for keeping track of employees ea
27、rnings and benefits are needed.Employees need information about their benefits plan.Extensive record keeping and reporting is needed.Planning Pay&BenefitsAdministering Pay&Benefits1-19 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for
28、sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Maintaining Positive Employee RelationsPreparing and distributing:employee handbooks and policiescompany publications and newslettersDealing with and re
29、sponding to communications from employees questions:about benefits and company policy,possible discrimination or harassment,safety hazards etc.Collective bargaining and contract administration.1-20 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not au
30、thorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Establishing and AdministeringPersonnel PoliciesOrganizations depend on their HR department to help establish and communicate policies rela
31、ted to:hiringdisciplinepromotionsbenefitsAll aspects of HRM require careful and discreet record keeping.1-21 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,d
32、uplicated,forwarded,distributed,or posted on a website,in whole or part.Ensuring Compliance with Labor LawsGovernment requirements include:filing reports and displaying postersavoiding unlawful behaviorManagers depend on HR professionals to help them keep track of these requirements.Lawsuits will co
33、ntinue to influence HRM practices concern job security.1-22 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a we
34、bsite,in whole or part.One reason W.L.Gore&Associates is repeatedly named one of the 100 Best Companies to Work for in America is their unusual corporate culture where all employees are known as associates and bosses are not found.1-23 2014 by McGraw-Hill Education.This is proprietary material solel
35、y for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Supporting the Organizations StrategyHR planning identifying the numbers and types of employees the o
36、rganization will require to meet its objectives.The organization may turn to its HR department for help in managing the change process.Skilled HR professionals can apply knowledge of human behavior,along with performance management tools,to help the organization manage change constructively.1-24 201
37、4 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Supporting the Organizations StrategyEvi
38、dence-based HR Collecting and using data to show that human resource practices have a positive influence on the companys bottom line or key stakeholders.1-25 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any
39、 manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Supporting the Organizations StrategyA companys commitment to meeting the needs of its stakeholders.The parties with an interest in the companys success(typically,shareholders,the
40、 community,customers,and employees).Corporate Social ResponsibilityStakeholders1-26 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distr
41、ibuted,or posted on a website,in whole or part.Figure 1.3:Skills of HRM Professionals1-27 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded
42、,distributed,or posted on a website,in whole or part.Who is Responsible for HR?In an organization,who should be concerned with human resource management?A.Only HR departmentsB.Only ManagersC.Managers and HR departments1-28 2014 by McGraw-Hill Education.This is proprietary material solely for authori
43、zed instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Figure 1.4:Supervisors Involvement in HRM1-29 2014 by McGraw-Hill Education.This is proprietary material solely fo
44、r authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.ETHICS IN HRMEthics fundamental principles of right and wrong.Ethical behavior is behavior that is consis
45、tent with those principles.Many ethical issues in the workplace involve HRM.1-30 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may not be copied,scanned,duplicated,forwarded,distribu
46、ted,or posted on a website,in whole or part.Employee Rights free consentprivacyfreedom of consciencefreedom of speechdue process1-31 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.This document may
47、 not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Ethical companies act according to four principles:1.In their relationships with customers,vendors,and clients,ethical companies emphasize mutual benefits.2.Employees assume responsibility for the actions
48、 of the company.3.The company has a sense of purpose or vision that employees value and use in their day-to-day work.4.They emphasize fairness.1-32 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distribution in any manner.Th
49、is document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.Figure 1.5:Standards for Identifying Ethical Practices1-33 2014 by McGraw-Hill Education.This is proprietary material solely for authorized instructor use.Not authorized for sale or distrib
50、ution in any manner.This document may not be copied,scanned,duplicated,forwarded,distributed,or posted on a website,in whole or part.STANDARDS FOR IDENTIFYING ETHICAL HRM PRACTICES1.HRM practices must result in the greatest good for the largest number of people.2.Employment practices must respect ba
