加里·德斯勒《人力资源管理》导师指导.doc

ANNOTATED OUTLINE I. The Manager’s Human Resource Management Jobs – The Management process involves the following functions: planning, organizing, staffing, leading, and controlling. Staffing involves: conducting job analyses; planning labor needs and recruiting job candidates; selecting job candidates; orienting and training new employees; managing wages and salaries; providing incentives and benefits; appraising performance; communicating; training and developing managers; building employee commitment; being knowledgeable about equal opportunity, affirmative action, and employee health and safety; and handling grievances and labor relations. A. Why Is HR Management Important to All Managers? Managers don’t want to make mistakes while managing areas such as hiring the wrong person, having their company taken to court because of discriminatory actions, or committing unfair labor practices. B. Line and Staff Aspects of HRM – Although most firms have a human resource department with its own manager, all other managers tend to get involved in activities like recruiting, interviewing, selecting, and training. 1. Line Versus Staff Authority – Authority is the right to make decisions, to direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates. Staff managers are authorized to assist and advise line managers in accomplishing their basic goals. HR managers are generally staff managers. 2. Line Managers’ HRM Responsibilities – Most line managers are responsible for line functions, coordinative functions, and some staff functions. C. Cooperative Line and Staff HR Management: An Example – In recruiting and hiring, it’s generally the line manager’s responsibility to specify the qualifications employees need to fill specific positions. Then the HR staff takes over. They develop sources of qualified applicants and conduct initial screening interviews. They administer the appropriate test. Then they refer the best applicants t