Week 1 (Introduction to Human resource management) Flashcards
is the
organizational function of managing and handling
one of the most valuable
assets of the organization- its employees
Human Resource Management or HRM
It tackles various undertakings
performed by a business firm to make
certain that workers are handled and
managed as human beings worthy of
respect and compassion throughout
their employment life (from entry to
separation)
Human Resource Management or HRM
Organizations determine the right number and type of people
needed to fill-up positions in the organization along with the
required qualifications.
Pre-Hiring Stage
It includes activities prior to hiring such as human resource
planning and job analysis
Pre-Hiring Stage
Companies establish policies
that will help managers fulfill
the staffing needs of the
company, eventually leading to
recruiting and selecting.
Hiring Stage
Companies carry out certain HRM
practices and other productivity
programs that enhance employee’s
performance level, such as training
and development, performance
appraisal, compensation and benefits
administration, employee health and
safety and separation
Post-hiring Stage
he introduced
people management which
featured the proper selection
and training of employees in
a scientific way
Frederick Taylor
He pioneered the study of scientific
management and eventually became
known as the father of scientific
management
Frederick Taylor
He addressed the critical issues on
incentives that encouraged the
compensation of workers for meeting
and/or
surpassing
criteria.
performance
Frederick Taylor
History of HRM:
1890-1910
Scientific
management
1910-1930
Employment
tests &
selection
techniques
1930-1945
Worker
productivity
and level of
performance
1945-1965
Union
membership
1965-1985
Equal
employment
opportunity
1985-Present
Diversity,
globalization,
strategic HRM
This means that HRM is present and performed in
all
operational
and functional areas of
management within an organization on a
continuous basis. In other words, it is not an “on
off” function that is performed only when needed
It is prevalent in nature
➢HRM moves! HRM acts! It does not depend
on written rules and policies to solve
problems; rather, it focuses on what can be
done through logical and well-grounded
solutions and decisions.
➢It constantly finds ways to change situations
and events for the betterment of the
organization and its employees
It is dynamic
In HRM, each employee is considered a
human being that is worthy of respect and
compassion. In this sense, HRM works
toward getting the best out of each
employee by seeing to it that they are
continually offered the opportunity to be
equipped with new skills through training,
development, and other productivity
improvement schemes. In effect, both
intrinsic
and extrinsic motivation is
increased.
Week 1_Hu
It is individually-oriented.
Employees are the doing individuals of
an organization. Rewarding them for
their contributions to organizational
success is a strong reinforcement to
increase the level of job performance.
It is employee-oriented
➢For an organization’s HRM function to be
successful, it should effectively envision and assess
labor needs for a given period of time
It is forward-looking
➢For an organization’s HRM process is to yield success, it
should constantly enhance the conceptual and
analytical skills of its employees.
➢A carefully planned design for employee development
is almost compulsory if the organization aims for
excellence.
➢Job rotation is one way for employees to learn various
skills
It is growth-oriented
