Why Is HRM Important To An Organization?: Four Basic Functions

Why is HRM Important to an
Organization?
Four basic
functions:
 Staffing
 Training and
Development
 Motivation
 Maintenance
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Staffing Function Activities
 Employment planning
 ensures that staffing will contribute to the
organization’s mission and strategy
 Job analysis
 determining the specific skills, knowledge and
abilities needed to be successful in a particular
job
 defining the essential functions of the job

Staffing Function Activities
 Recruitment
 the process of attracting a pool of qualified
applicants that is representative of all groups in
the labor market
 Selection
 the process of assessing who will be successful
on the job, and
 the communication of information to assist job
candidates in their decision to accept an offer

Goals of the Training and
Development Function
 Activities in HRM concerned with assisting
employees to develop up-to-date skills,
knowledge, and abilities
 Orientation and socialization help employees to
adapt
 Four phases of training and development
 Employee training
 Employee development
 Organization development
 Career development

The Motivation Function
 Activities in HRM concerned with helping employees
exert at high energy levels.
 Implications are:
 Individual
 Managerial
 Organizational
 Function of two factors:
 Ability
 Willingness

 Managing motivation includes:
 Job redesign
 Setting performance standards
 Establishing effective compensation and benefits
programs
 Understanding motivational theories

 Classic Motivation Theories
 Hierarchy of Needs –Maslow
 Theory X – Theory Y –McGregor
 Motivation – Hygiene – Herzberg
 Achievement, Affiliation, and Power Motives –
McClelland
 Equity Theory – Adams
 Expectancy Theory - Vroom

How Important is the
Maintenance Function
 Activities in HRM concerned with maintaining
employees’ commitment and loyalty to the
organization.
 Health
 Safety
 Communications
 Employee assistance programs
 Effective communications programs provide for 2-
way communication to ensure that employees are
well informed and that their voices are heard.

Translating HRM Functions
into Practice
 Four Functions:
 Employment
 Training and development
 Compensation/benefits
 Employee relations

into Practice
 Employment - Employment specialists:
 coordinate the staffing function
 advertising vacancies
 perform initial screening
 interview
 make job offers
 do paperwork related to hiring
 Training and Development –
 help employees to maximize their potential
 serve as internal change agents to the organization
 provide counseling and career development

into Practice
 Compensation and Benefits –
 establish objective and equitable pay systems
 design cost-effective benefits packages that help
attract and retain high-quality enployees.
 help employees to effectively utilize their benefits,
such as by providing information on retirement
planning.

into Practice
 Employee Relations – involves:
 communications
 fair application of policies and procedures
 data documentation
 coordination of activities and services that
enhance employee commitment and loyalty
 Employee relations should not be confused with
labor relations, which refers to HRM in a
unionized environment.

into Practice
 Purpose and Elements of HRM
Communications
 Keep employees informed of what is happening
and knowledgeable of policies and procedures.
 Convey that the organization values employees.
 Build trust and openness, and reinforce company
goals.

Does HRM Really Matter?
 Research has shown that a fully functioning HR
department does make a difference.
 Organizations that spend money to have quality HR
programs perform better than those who don’t.
 Practices that are part of superior HR services
include:
 rewarding productive work
 creating a flexible work-friendly environment
 properly recruiting and retaining quality workers
 effective communications

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Why is HRM Important to an

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

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