Lecture 1 HR Introduction Essay

Submitted By Phannarat
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Pages: 7

Introduction to HRM:
Personnel Administration

What is Human Resources Management?

The department of a business organization that deals with the administrative, management, hiring, training and strategic planning of personnel.

Personnel of a business organization – personnel refers to employees.

Overseeing the benefits and compensation packages provided to all the organizations employees. Introduction to Human Resources

Management of people in organizations.

HR responsible for attracting, retaining and engaging employees.

Managing people in organizations to produce the workforce competencies and behaviors required to achieve the operation’s strategic goals. Human Capital

Human Capital: Knowledge, education, training, skills, and expertise of an organization. the strategic framework and the core strategic activities.

What is Human Resources Management


HR: Strategic Partner

Strategy – the company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

The HR department is being viewed as an equal partner in the strategic planning process.

HR specialists are expected to be change agents – if the company goes through change, HR professionals must prepare and guide employees through this change. Strategic Framework

The strategic framework is the set of principles and guidelines to which all strategic HR activities should adhere to:

HR strategy: which must be totally aligned with the company’s strategy.

Performance culture: All companies have a culture, but not all promote high performance and superior customer service. o 

While HR is not the bearer or primary shaper of a company’s culture, it is up to HR to design and implement activities so they promote such a culture.

Measure & Evaluate: HR must measure and evaluate its initiatives constantly in an objective and tangible way. o By using tools such as HR Analytics, HR can make better strategic and people-investment decisions, thus making HR more efficient

Strategic Framework

Environmental Influences:

Government: Policies impact employer-employee relationship  ensure

policies and practices comply with new and changing laws

 human
 pay

rights (wages, vacation, overtime)

equity and employment equity

 occupational

health and safety (WCB)

 employment


 government-sponsored
 multiple

benefit plans

jurisdictions across Canada (14 jurisdictions – 10 provinces and 3 territories).

HRM Responsibilities: Operational

These services include:
 analyzing


 planning

future workforce requirements

 selecting


 orienting

and training employees

 managing

compensation and reward

 communicating

with employees
(including counselling and disciplining)

HRM Practices

Environmental Scanning: Identifying Opportunities and threats that are crucial to organizational success.

Strategy Execution: leading change, customer service, lowering labour costs, building employee engagement (emotional and intellectual involvement of employees in their work).

Change agents – lead employees through organizational change:
 Downsizing
 Restructuring
 Training

and Retaining Programs

 Redesign


Environmental Influences: Internal

Organizational Culture: Core values, beliefs, assumptions shared by members of an organization.
 Conveyed
 Positive

culture leads to employer branding and recruitment.

 Managing

through mission statement, symbols, ceremonies. diversity (200 different ethnic groups in Canada).

Organizational Climate: Prevailing atmosphere and its impact on employees (positive environment for employees).
 Friendly

or unfriendly

 Secretive
 Rigid

or open

or flexible

Environmental Influences:

Economic Conditions: Productivity (ratio of an organizations output to