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    Session 1 What HRM Is PDF

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    Leonard Li
    - Human resource management (HRM) involves attracting, acquiring, training, appraising, and compensating employees as part of the management process. - HRM functions as both a staff function that advises managers and a line function that manages activities within its own department. - Recent changes in HRM include a focus on strategic HRM to align employees with company goals, measuring HR performance, and outsourcing administrative tasks to reduce costs and allow HR to focus more on strategy.

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    Session 1 What HRM Is PDF

    Uploaded by

    Leonard Li
    46 views2 pages
    - Human resource management (HRM) involves attracting, acquiring, training, appraising, and compensating employees as part of the management process. - HRM functions as both a staff function that advises managers and a line function that manages activities within its own department. - Recent changes in HRM include a focus on strategic HRM to align employees with company goals, measuring HR performance, and outsourcing administrative tasks to reduce costs and allow HR to focus more on strategy.

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    - Human resource management (HRM) involves attracting, acquiring, training, appraising, and compensating employees as part of the management process. - HRM functions as both a staff function that advises managers and a line function that manages activities within its own department. - Recent changes in HRM include a focus on strategic HRM to align employees with company goals, measuring HR performance, and outsourcing administrative tasks to reduce costs and allow HR to focus more on strategy.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    46 views2 pages

    Session 1 What HRM Is PDF

    Uploaded by

    Leonard Li
    - Human resource management (HRM) involves attracting, acquiring, training, appraising, and compensating employees as part of the management process. - HRM functions as both a staff function that advises managers and a line function that manages activities within its own department. - Recent changes in HRM include a focus on strategic HRM to align employees with company goals, measuring HR performance, and outsourcing administrative tasks to reduce costs and allow HR to focus more on strategy.

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    You are on page 1of 2

    1. What HRM is?

    - Staff function is the management


    - Process of attracting, acquiring, training, appraising and compensating employees
    2. What managers do?
    - Control
    - Plan
    - Staff
    - Organize
    - Lead
    3. HRM’s relation to management process?
    - Staff function in management
    4. HRM authorities
    - Staff manager (staff authorities)
    - Can advise other managers (advisory relationship)
    5. Responsibilities of Line managers and Staff managers
    - Line managers responsible for activities in own department
    - Staff managers give advisory to other line managers
    6. Changes in HRM & implications for the proficiencies
    - Focus on strategy HR (= make employees the company needs to achieve its
    strategic goal) (everything should be aligning with the company’s strategy and
    mission)
    - Measurement of HR performance (there should be measurable proof of the HR
    performance)
    - HR outsourcing (to reduce cost and spend time focusing more on the strategy
    part) (what to outsource? What not to?)
    7. What HR managers do?
    - Line function (activities in own department)
    - Staff function (HR related issues) (advise CEO and other managers)
    - Coordination function (coordinate HR activities  ensure integrity)
    8. Size of HR Department
    - 1.5 full-time HR employee per 100 employees
    - Usually in small firms/entrepreneur don’t have HR (boss do it themselves)

    This study source was downloaded by 100000800099006 from CourseHero.com on 03-07-2023 23:58:33 GMT -06:00

    https://www.coursehero.com/file/48596171/Session-1-What-HRM-isdocx/
    9. New HR Trend
    i. Strategic HRM
    - Formulate HR policies and work on employee competencies and behaviors in
    order to achieve the company’s strategic goal
    - Increasingly involved in partnering with top managers in both designing and
    implementing the company’s strategy
    ii. Measurement of HR Department
    - The department is expected to provide measurable proof of the effectiveness of
    our program
    iii. HR Outsourcing
    - Because external firms may have more expertise
    - Reduce of cost
    - Internal HR focus more strategic HRM (acquiring and developing talents, building
    company culture) (leave the paperwork to external)
    iv. Artificial Intelligence (automating HR work)
    - Usage of computers to analyze large amount of data
    - Improve HR decisions like job analysis and recruiting selecting process
    10. Proficiencies of HR managers
    i. HR proficiency (skills like employee selection, training, compensation)
    ii. Business proficiency (strategic planning, financing, marketing, explain HR
    activities in financial terms such as ROI)
    iii. Learning proficiency (learn and apply new technologies)
    iv. Leadership proficiency (as you don’t have line authority  how to lead them
    to reach the common goal?)

    This study source was downloaded by 100000800099006 from CourseHero.com on 03-07-2023 23:58:33 GMT -06:00

    https://www.coursehero.com/file/48596171/Session-1-What-HRM-isdocx/
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