Fundamentals of Human Resource Management: Chapter Two

28-Sep-19
Human Resources Management
Chapter Two
Fundamentals of Human Resource
Management
Dr. Hazem Smadi
The Strategic Nature of HRM
• HRM has two primary responsibilities

– Assisting the organization in its strategic direction.
– Representing for the organization’s employees.
• HRM should assist organization in achieving its
strategic advantages through selection of human
resources.
• HRM needs to be concerned with total cost of
human resources in an organization.
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HRM Functions
• HRM is a function of every manager’s job, not just

those who work in human resources.
• HRM functions:
– Staffing
– Training and development
– Motivation
– Maintenance (keeping)
External Influences
HRM Functions
Staffing
-Strategic HR
planning
-Recruiting
-Selection
Training and
Development
Maintenance -Orientation
-Safety and health HRM Goals -Employee training
-Communications -Employee
-Employee relations development
-Career
development
Motivation
-Motivation theories
and job design
-Performance
appraisal
-Rewards and
compensation
-Employee benefits
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Staffing Function Activities
• Concerned with seeking and hiring qualified

employees.
• Requirements for recruiting are generated from
strategic plans for an organization.
• Analysis of jobs, specific skills, knowledge, and
abilities is essential to define the qualifications for a
particular job.
• As recruiting, HR department has two goals:
– To obtain an adequate pool of applicants,
– Locate potentially good applicants.

• Once applications received, it is the begin of
selection.
• Selection focuses on:
– Thin out the large the large set of applications that arrived
during the recruiting phase,
– To select applicant who will be successful on the job.
• Variety of steps are conducted, the applicant who
finishes all steps successfully is offered the job.
• Variety of information about organization’s culture,
and what is expected from the employee should be
delivered by HRM to the candidate.
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• Selection process ends the staffing function.
• The goal is to locate competence employees and
bring them to the organization.
• Then, HRM focuses on training and development of
the employees.
Training and Development Function

• Few, if any, employees can truly come into
organization and immediately become fully
functioning.
– Employees need to adapt to their new surroundings
(Socialization).
– Orienting the new employee to the rules, regulations, and
goals of the organization.
• HRM attempt to have competent, adapted
employees with up-to-date skills, knowledge, and
abilities needed to perform their current jobs.
• After this, HRM focuses on motivate these
individuals to exert high energy levels.
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Training and Development Activities

• Employee training: designed to assist employees in
acquiring better skills for their current job. The focus
is on current job-skills requirements.
• Employee development: designed to help the
organization ensure that it has the necessary talent
internally for meeting future HR needs. The focus is
on a future position within the organization for
which the employee requires additional
competencies.
Training and Development Activities

• Career development: programs that are designed to
assist employees in advancing their work lives. The
focus is to provide the necessary information and
assessment in helping employees realize their career
goals. Career development is the responsibility of the
individual, not the organization.
• Organization development: deal with facilitating

system-wide changes in the organization. The focus is
to change the attitudes and values of employees
according to new organizational strategic directions.
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The Motivation Function

• One of the most important functions of HRM
process.
• Motivation of employees depends on behavioral
aspects of humans.
Employee
Performance
Ability Willingness
Appropriate skills Job design
Staffing and Training IE techniques and tools
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• Motivating employees requires a level of respect
between management and the workers.
• After a good job design, it is important to set
performance standards for each employee.
• The evaluation system is designed to provide
employees feedback of their performance, and the
weaknesses the employee may have.
• The goal of motivation function is to have those
competent and adapted employees, with up-to-date
skills, knowledge, and abilities, exerting high energy
levels. Thus, it is the time for maintenance function.
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The Maintenance Function

• To help retain productive employees.
• Maintenance needs some basic common sense and
some creativity.
• Caring of employees well-being (safe and healthy
working environment) has a major effect on their
commitment.
• Employee assistance programs are to help employees
deal with stressful life situation as employees face
problems in their life and bring them to work.
• Communications programs help employees know
what is occurring around them and provide a place
to vent frustration.
HR Departments
HR director / HR VP
Compensation Training and Employee

Employment
and Benefits Development Relations
Manager
Manager Manager Manager
Recruiting Job analysis Training Employee complaints
Reference checking Job evaluation Career development Service awards
Employment planning Salary planning Management training Communication programs
HRIS Benefits administration Organization development
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28-Sep-19

Human Resources Management

Dr. Hazem Smadi

The Strategic Nature of HRM

• HRM has two primary responsibilities

• HRM is a function of every manager’s job, not just

Staffing Function Activities

• Concerned with seeking and hiring qualified

Staffing Function Activities

Staffing Function Activities

Training and Development Function

Training and Development Activities

Training and Development Activities

• Organization development: deal with facilitating

The Motivation Function

The Motivation Function

Appropriate skills Job design

Staffing and Training IE techniques and tools

The Motivation Function

The Motivation Function

The Maintenance Function

Compensation Training and Employee

Recruiting Job analysis Training Employee complaints

Reference checking Job evaluation Career development Service awards

Employment planning Salary planning Management training Communication programs

HRIS Benefits administration Organization development

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