Reviewer in Human Resource Management *Major Activities of Staffing*

- Strategic Human Resource Planning

Chapter 1: Introduction to Personnel & -Recruitment
Human Resource Management - Selection
Human Resource Management (HRM) - human Training & Development- acquisition of skills,
component of the organization is able to achieve knowledge and attitudes.
the goals assigned to it. Training- establishing what type of training is
required and who should receive it.
HRM distinguished from the other management Development- improving the intellectual or
functions: emotional abilities of an employee for the
- marketing purpose of doing a better job.
- finance
- production Motivation- process of activating behavior,
sustaining it and directing it towards a particular
goal.
Marketing- concerned with the generation of
sufficient volume of sales (more profit). *Major Activities included in this Central
Function*
Finance- concerned with obtaining funds. -Motivation and job design
Production- making sure that there are enough - Performance Evaluation
stocks of products - Rewards and Compensation
-Employee Benefits
*Five M’s of Management (Basic Resources)*
External Environment of HRM- you cannot
- Men control, change, manipulate
- Money
-Machines *External Environment of HRM*
-Materials -Economic Forces
-Methods -Government Legislation
-Advances in Technology
Among the five M’s. Men is the most difficult -Labor Unions
to manage in the sense that men possess the -Management Thought
power to manipulate the other five M’s.
Economic Forces-pursuit of survival & growth
would mean changes in the way organizations
perform their activities. These will require the
The Central Function of Human Resource use of the economic concepts of effectiveness
Management and efficiency.

*Central Functions*(Internal Factors) Government Legislation- laws, rules and

- Staffing regulations promulgated by the government and
-Training and Development which affect the HRM.
-Motivation
-Maintenance Advances in Technology- survival and
competition among and between organizations
require the adaptation of the most useful
Staffing- locates competent employees and advances in technology
getting them to work for the organization.
Placing the right person to the right job. Labor Unions- is an organization formed to
represent the interest of workers. One
representative to negotiate to the management
Management Thought- they were able to HRM is now viewed as composing the ffg:
formulate theories as a result of extensive
research. 1. Personnel Management Activities
2. A view that regards
Henri Fayol (19169) - basic building blocks of a. people as the major organizational
management thought asset, and
* Five Functions of Managerial b. workers as instinctively willing and
Responsibility* able to be developed
- Planning 3. Integration of the personnel management
-Organizing function into the strategic management of the
-Command organization
-Coordination
- Control *Specific Difference Between Personnel
*Fourteen Management Principles Management and HRM Practices that cover
various concerns as follows*
Frederick Taylor- “father of scientific 1. Recruitment and staff turnover
management” he find a better way to improve 2. Promotion and Career Development
worker and productivity. 3. Rewards and Benefits
Working hours (6am to 10pm) 4. Education, Training and Development
5. Management Culture
Scientific Management- development of
performance standards on the basis systematic *Organizing HRM Department*
observation and experimentation.
HRM Department is the unit assigned to
Hawthorne Studies (1924)- find answers to what implement the organization’s policies.
affects productivity
Elton Mayo- head of the research, found out
that relationship between workers, and between *Several Factors*
workers and supervisors more significantly 1. Available Resources
affect productivity than changes in working 2. Number of company employees
conditions. 3.Philosophy of Management
This resulted to a more humanistic view of
the practice of HRM ( workers treated like - Resources play an important part in the size &
animals). structure of the HRM department.

Small Company- HRM function is performed

Personnel Management vs. Human Resource by single individual, owner-managers.
Management
-As the organization grows and as resources
Modern Management- another term for HRM. become available, the manager may hire an
assistant to help him implement the HRM
Personnel Management- evolved into what is policies.
now reffered to as “HRM”. - The bigger the resources of the
organization, the more elaborate its HRM
*Personnel Management Confined to Activities* department is.
-Recruitment - Some organization maintain a specific
-Training number of HRM staff based on the number of
-Remuneration company employees. One staff member for
- Discipline every one hundred employees is not
uncommon for many companies.
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