MANAGEMENT 3301 FALL 2005 HUMAN RESOURCE MANAGEMENT INTRODUCTION TO HRM, MEA

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MANAGEMENT 3301FALL 2005HUMAN RESOURCE
MANAGEMENTINTRODUCTION TO HRM, MEA THE
ENVIRONMENTAL-ORGANIZATIONAL FRAMEWORK
Dr. B. Wayne Rockmore, APS
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WHAT IS THIS COURSE GOING TO DO FOR YOU?

• Provide an understanding of the relationship
  between SHRM and an organizations external
  environment and strategy
• Enhance your knowledge of HRM concepts and
  vocabulary needed to implement HR programs and
  communicate with HR professionals
• Examine your attitudes, values and assumptions
  and therefore you behavior toward people you will
  manage
• Enhance managerial skills and competencies

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CHAPTER 1 THE STRATEGIC ROLE OF HUMAN RESOURCE
MANAGEMENT (HRM)

• OBJECTIVES To Develop an Understanding of
• The Historical Development of HRM
• The Difference between Personnel and HRM
• The Role of HRM
• The Functions (Areas) of HRM
• The Future Challenges of HRM
• Environmental Organizational Framework
• Macro-Environmental Analysis (MEA)
• MEA and the Strategic Linkage to HRM
• Business and HR Strategies

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QUESTIONS ????

• HAVE YOU HAD ANY EXPERIENCE WITH HR?
• WHAT IS HRM?
• WHAT IS SHRM?
• WHAT ARE KEY HR FUNCTIONS?
• WHAT IS AN ORGANIZATIONAL ENVIRONMENT?
• IS THERE A DIFFERENCE BETWEEN AN INTERNAL and
  EXTERNAL ENVIRONMENT?
• WHAT IS HR STRATEGY?

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Evolution of (Strategic) HRM

• Administrative Era (Prior to 1935)
• Labor Relations Era (1935 1963)
• Federal Involvement (Social Legislation) ERA
  (1964 mid 1980s)
• Resource Scarcity Era (mid 1980s Present)
• Global Dimension Assuming Greater Recognition in
  the mid 1990s

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Primary Role of HRM

• Help the organization manage its human resources
  efficiently and effectively.
• Planning, developing and implementing human
  resource objectives, policies, and procedures
  that enhance employee contributions to the
  organization through increases in productivity,
  quality of work life and legal compliance

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Primary Role of HRM

• Satisfactorily meet societal
• and employee needs, demands and expectations
• Reconcile conflict between organizational
  objectives and employee objectives

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Primary Goals of HRM

• HRM programs and policies are implemented to
• attract
• select
• retain
• develop
• motivate employees to achieve organizational
• goals.

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HRM Functions

• Employment Law (Regulatory)
• Job Design and Job Analysis
• Recruitment
• Selection
• Training Development
• Performance Management
• Compensation - Salary and Benefits
• Separation Retention
• Safety Health (OSHA)
• Labor Relations

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WHO is Responsible forthe Management ofHuman
Resources?

• The HRM Department
• All Managers and Supervisors
• Employees

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Impact of the following on HRM Practices

• Aging of the labor force
• Shift from a manufacturing to a service economy
• Increasing number of dual-career families
• Increasing number of women and minority workers
  in the labor force
• Increasing number of college graduates and HS
  dropout entering labor force
• Organizational re-engineering and restructuring

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