The worker Individual differences Maximum well being
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A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
World Wars
Masons, carpenters, leather workers, other craftspeople
Changing work conditions and social patterns
Scientific management, welfare work, industrial psychology
Specialists
Better performance
Respond to needs Short-term results Rules, policies, position
power Bureaucratic, top-down,
centralization Following the rules
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McGraw-Hill/Irwin
Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.
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Chapter 1
Introduction to Human Resource Management
and the Environment
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Introduction
HRM is charged with programs concerned with people
Effective use of people
Achieving individual & organizational goals Getting every manager involved
Cost centers
Strategic HRM
Line managers
Improved understanding and use of human assets
Leቤተ መጻሕፍቲ ባይዱd, inspire, understand
Short, intermediate, long term
Flexible, based on human resources
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A Brief History of HRM
Science
Harmony
Scientific Management (Frederick Taylor)
Cooperation
Maximum output
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A Brief History of HRM
Industrial Psychology
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Strategic Importance of HRM
Today, HRM plays a major role in: Clarifying the firm’s human resource problems Developing solutions for them
Strategic HRM differs from traditional HRM Traditional arrangements… responsibility for managing human resources lies with specialists Strategic approach… people management rests with anyone who is in direct contact with workers or line managers
Open, participative, empowerment
Developing people
Investment in human assets
Recruitment, selection, motivation, orientation
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HRM Orientation
Action
People
Global
Future
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A Brief History of HRM
English Guilds
Industrial Revolution
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A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
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HRM Activities
EEO compliance
Job analysis
HR planning
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
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Strategic Importance of HRM
Responsibility for human resources
Objective
Role of HRM Time focus Control
Culture
Major emphasis Accountability
Traditional HRM