HRM.pptVIP

Chapter 1Human Resource Managementand Competitive Advantage ＣＨＡＰＴＥＲ　ＯＵＴＬＩＮＥ Human Resource Management The organizational function that consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle . 1.1The Employment Cycle Pre-Selection Phase Human Resource Planning Job Analysis is a systematic procedure for Gathering job information Analyzing job information Documenting job information Job Analysis Selection Phase Recruitment Selection Recruitment Goals Identify suitable pool of applicants Timely Cost efficient Legal Selection Goals Accurate hiring Cost efficient Legal Post-Selection Phase Training and development Performance appraisal Compensation Productivity improvement programs Training and Development Training current jobs Development future jobs Training and Development Goals Improve organizational performance Enhance knowledge and skill levels of employees Performance Appraisal Job performance measurement Communication Performance Appraisal Goals Continue appropriate behaviors. Correct inappropriate behaviors. Make HRM-related decisions. Compensation Pay Wages Salaries Benefits Health insurance Employee discounts Other Compensation Goals Establish competent and loyal workforce. Maintain competent and loyal workforce. Control costs. Productivity Improvement Programs Tie job behaviors to rewards Rewards financial non-financial Productivity Improvement Program Goals Motivate employees. Improve productivity. External Influences on HRM The Employment Cycle In-Class Exercise 1: Discussion of Managers HRM Responsibilities Think of your current (or most recent) manager. If you have never worked, think of a specific college professor or instructor. List an HRM practice engaged in by this person and how this practice was conducted.“ For example: If a student chooses a college professor, he or she could list things like orientation (first