Bài giảng Fundamentals of human resource management - Chapter 1 Mnaging human resources

FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITIONBY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHTCHAPTER 1 MANAGING HUMAN RESOURCESHuman Resource Management (HRM)The policies, practices, and systems that influence employees’:behaviorattitudesperformanceHuman Capital – an organization’s employees described in terms of their:trainingexperiencejudgmentintelligencerelationshipsInsight Employees are resources of the employer.FIGURE 1.1: HRM PRACTICESFigure 1.2: Impact of HRMTable 1.1: Responsibilities of HR DepartmentsManaging PerformancePerformance Management – process of ensuring that employees’ activities and outputs match organization’s goals.HR department develops or obtains questionnaires and other devices for measuring performance.High-performance work system- organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.Ensuring Compliance with Labor LawsGovernment requirements include:filing reports and displaying postersavoiding unlawful behaviorManagers depend on HR to help keep track of these requirements.Lawsuits influence HRM practices. Employees have rights of free consent, conscience, speech and due process. Supporting the Organization’s StrategyHR planning – identifies numbers and types of employees organization requires to meet objectives.HR department helps manage change process.Evidence-based HR– Collects and uses data to show that HR practices have a positive influence on the company’s bottom line or key stakeholders.Corporate Social Responsibility- A company’s commitment to meeting stakeholders’ needs.Stakeholders- parties with an interest in the company’s success (shareholders, community, customers and employees).Figure 1.4: Supervisors’ Involvement in HRMEthical companies act according to principles and standards:Ethics – fundamental principles of right and wrong; greatest good for greatest number, fair, equitable, and respect for human rights.In relationships, ethical companies emphasize mutual benefits and fairness.Employees assume responsibility for company’s actions.Company has a sense of purpose or vision that employees value and use in their day-to-day work.