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《国际人力资源管理》课程公共资源 > 讲义：section01

clarke3个月前 (09-10)人力资源管理120

First, you are supposed to understand the significance of human resource management.

Second, you should be able to identify what human resource management.

Third, you should be able to provide a brief description of human resource management practices and topics covered in this course.

Last, you should be able to discuss the roles and activities of a company’s human resource management function.

Why do we learn HRM? Here you are supposed to remember two sentences.

1. People make the difference.

2. Every manager is a HR Manager.

How do businesses succeed in today’s competitive environment?

As the figure shows we are now in an information era, with more growth in service occupations. Knowledge is becoming more valuable. Most of the workers are Knowledge workers.

The factor that can set an organization apart is its people.

The quality of the organization's employees, the enthusiasm and satisfaction with their jobs, and their experience all affect the firm's productivity, customer service, reputation, and survival. In short, people make the difference.

Mary Parker Follett，who is considered as the mother of management, proposed that management is the art of getting things done through people.

Harold Koontz proposed that all managers perform five functions: Planning Organizing Staffing Leading and Controlling. Staffing is considered one of the basic functions of management.

In the real world, regardless of whether you are in accounting, finance, operation management, or some other area in the future, virtually all will have to work with other people.

All managers have to manager their subordinates.

So that’s why we say every manager is a HR Manager.

What is HRM?

The goal of most companies is to maintain and gain market share in its industry, which we call competitiveness.

Competitiveness is related to company effectiveness, which is determined by whether the company satisfies the needs of stakeholders.

Who are stakeholders?

Have you learned the term in Principal of Management?

For example, think of the stakeholders of Starbucks.

The groups that might be affected by the decisions and actions of Starbucks might include local consumers, who want a high-quality product or service; coffee bean farmers, who want to maintain good long-term relationships with Starbucks; employees, who desire interesting work and reasonable pay for their services; specialty coffee competitors, who will compete with Starbucks, stockholders, who want a return on their investment and so forth.

Stakeholders refers to shareholders, customers, suppliers, employees and communities and all other parties that have an interest in seeing that the company succeeds.

Among all those stakeholders, Employee satisfaction is the key to meet all other stakeholders’ needs.

That’s why we need HRM.

Human resource management refers to the polices, practices, and systems that influence employees’ behavior, attitudes, and performance.

Many companies refer to HRM as involving “people practices.”

What are major HRM practices and activities?

Companies need finance, equipment, and human resources to start operation. So the primary responsibility of HR may be to acquire and prepare human resources, which include analyzing and designing work, determining human resource needs (HR planning), attracting potential employees (recruiting), and choosing employees (selection).

Then how to ensure the contribution of the employees to the organization? The HR need to manage the employee’s performance, provide training and development program.

Other human resource management issues include rewarding employees, develop good employee relations, and managing human resource globally (IHRM).

Effective HRM practices should support business goals and objectives.

That is, effective HRM practices are strategic and systematic！

Any part of the HRM system has something to do with other part of the system. For example, The results from performance management are useful to pay-for-performance decision. We know bonus is based on the performance of employees.

Therefore, all these topics are covered in HRM course, the structure of the course is organized like this way.

What Roles Do HR Departments Perform?

HR can be viewed as having four roles: Administrative Expert, Strategic Partner, Employee Advocate, and Change Agent.

Playing the role of administrative expert requires designing and delivering efficient and effective HRM systems, processes, and practices. These include systems for selection, training, developing, appraising, and rewarding employees.

That’s why we call HRM as People Practice traditionally.

One of the most important roles that HRM can play today is that of a strategic partner.

One recent popular trend is the HRBP, who have both HR capabilities and business intelligence. Human resource business professionals, also called human resource business partners, help the functional managers to achieve the organization’s strategic objectives.

The employee advocate role entails managing the commitment and contributions of employees.

The HR department is the department who takes the responsibility of managing employees of the organization.

The final role, change agent, requires that HRM help transform organizations to meet the new competitive conditions.

In today’s fast-changing competitive world, firms need to both constantly change and develop a capacity for change. HR managers must help identify and manage processes for change.

Here is an example of processing a loan application at IBM Credit Corporation Before and After BPR.

If a customer wants to apply for loan application, the customer service receptionist would Log in call from sales rep, and the administrator would convert information into a quote letter, which will be presented to the customer.

After Business Process Reengineering, the deal structurer should use sophisticated computer program to process entire loan application.

HR need to analyze the work flow and redesign the job, provide training program, and redesign performance management and the compensation system due to the computerization.

So the role of HRM has evolved over time. Although it began as a purely administrative function, most HRM executives now see the function’s major role as much more strategic.

There are many different types of jobs in the HRM profession. Salaries for HR professionals vary according to position, level of experience, training, location, and firm size.

HR specialists work in one specific functional area such as training or compensation.

HR generalists perform a wide range of activities including recruiting, selection, training, labor relations and benefits administration.

Can you guess the salaries for HR professionals?

在大型集团公司内部，人力资源部门的最高职位是总监或总经理，下边分设薪酬经理、招聘经理、培训经理等等，而另外有一些没有职务但是被称为人力资源管理的“专家”，他们本身的才能或业务深度，有可能超过总监或总经理，实际上就是人力资源管理师。人力资源管理师的薪水一般低于人力资源部总监或总经理，高于薪酬部经理、招聘经理等。大集团公司的人力资源总监薪水一般月薪数在1万至1.5万元或高达1.8万至2万元；薪酬经理、招聘经理等大抵在6000元至1.2万元之间。在这样的工资标准中人力资源管理师的薪资水准一般在1.2万元左右浮动，最高不超过1.5万元，最低不低于8000元。因此，对于很多人来说是极具吸引力的“热门”行业。

A college degree is held by the vast majority of HRM professionals, many of whom also have completed postgraduate work. Business typically is the field of study, although some HRM professionals have degrees in the social sciences (economics or psychology), the humanities, or law.

The primary professional organization for HRM is the Society for Human Resource Management (SHRM). SHRM is the world’s largest human resource management association. You can visit SHRM’s website to see their services at www.shrm.org.

Please read the opening case on P.3-4 in our textbook, and think over the discussion questions on the slide.