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AN INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Professor Bruce Fortado MAN 4301/6305 University of North Florida What subjects does Human Resource Management (HRM) cover? A BASIC HUMAN RESOURCE SYSTEM External Environment Technology Training & Development State of the Economy Work Force Selection & Performance Performance Characteristics Recruitment Appraisal State of Competition Rewards (Pay/Benefits) Government Policies Other Areas Underlying the above System * Managing Diversity (Discrimination, etc.) Unions * Organization Culture * Job Analysis Public Opinion * Human Resource Planning * Discipline/Corrective Action * Grievance Procedures/Voice Mechanisms * All of the pieces of a Human Resource System should fit together, and be consistent with the organization’s strategic plan (Dessler, 2009: 10). For example, one should not recruit and select people who are ambitious and competitive, promising them that rewards will be based on merit, if this is actually not the case (i.e. rewards are based on social connections- favoritism). * If one part of the system is changed, this may call for changes in other parts of the system. * The picture is attractive in part due to its symmetry. However, there is normally some initial orientation, socialization and/or training before the newcomer performs the job. 1
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Some of the functions covered in this course are carried out by staff in a specialized HR department. Some are carried out by line managers. Some involve line and staff managers working together. Given that many organizations differ in how they are structured, there is no way to eliminate this confusion via a universal definition. In any case, someone must carry out the various tasks and activities covered in this course. Otherwise, the organization will pay the price for this neglect. What are some of the recent trends and developments in HRM? One frequently hears that organizations are facing increased competition (Dessler, 2009: 7). The globalization of the economy refers to the heightened shipment of products over greater distances and the movement of production facilities to low wage areas. Deregulation has altered competition in certain industries (e.g. banking and airlines). One often hears about managers needing to restructure and/or reengineer processes to improve their performance. Firms have relocated plants to reduce costs. We hear phrases such as "Operational Excellence," "Cut the Fat," and "Right Sized," being used. These programs aimed to get people to do more for much the same level of compensation. Matters that were once regarded as "Human Relations" which were carried out largely on faith are now undergoing cost-benefit analyses to prove their worth. Here we see the organization’s human resources being treated as a cost to be minimized. HR managers may now take part in strategic planning, create quantitative statistical forecasts, and help exercise control over work processes and costs .
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