The Strategic Role of
Human Resource
Management
By :
Wessam Khater,MBA,DBA
After studying this chapter,
you should be able to:
[Link] what human resource management (HR) is
and how it relates to the management process.
[Link] at least eight examples of how managers can
use HR concepts and techniques.
[Link] the HR management responsibilities of line
and staff (HR) managers.
[Link] a good example that illustrates HR’s role in
formulating and executing company strategy.
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What is Human Resource Management?
• Organization : A group consisting of people with formally assigned
roles who work together to achieve the organization’s goals.
• Manager : Someone who is responsible for accomplishing the
organization’s goals, and who does so by managing the efforts of the
organization’s people .
• Managing : To perform five basic functions: planning, organizing,
staffing, leading, and controlling
• Management process ( POSLC)
– The five basic functions of planning, organizing, staffing, leading,
and controlling.
• .
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Personnel Aspects Of A Manager’s Job
• Conducting job analyses (determining the nature of each
employee’s job)
• Planning labor needs and recruiting job candidates
• Selecting job candidates
• Orienting and training new employees
• Managing wages and salaries (compensating employees)
• Providing incentives and benefits
• Appraising performance
• Communicating (interviewing, counseling, disciplining)
• Training and developing managers
• Building employee commitment
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?What Is Human Resource Management
• Human resource management (HRM)
• The process of acquiring, training, appraising, and compensating
• employees, and of attending to their labor relations, health and safety,
• and fairness concerns.
Why do we call it as Human Resource Management?
Human: refers to the skilled workforce in an organization.
Resource: refers to limited availability or scarce.
Management: refers how to optimize and make best use of such limited or
scarce resource so as to meet the organization goals and objectives.
SHRM Or TalentManagment
What is Strategic Human resources management
strategic human resource management
Formulating and executing human resource policies and practices that produce
the employee competencies and behaviors the company needs to achieve its
strategic aims.
? What is the Talent management
Talent management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and
compensating employees.
Talent management have holistic, integrated and results and goal-oriented
process
Why Is Human Resource Management Important
?to All Managers
Personnel Mistakes
• Hire the wrong person for the job
• Experience high turnover
• Have your people not doing their best
• Waste time with useless interviews
• Have your company in court because of discriminatory actions
• Have your company cited by OSHA for unsafe practices
• Have some employees think their salaries are unfair and
inequitable relative to others in the organization
• Allow a lack of training to undermine your department’s
effectiveness
• Commit any unfair labor practices
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Basic HR Concepts
• Getting results
HR creates value by :
Engaging in activities that produce the employee behaviors
the company needs to achieve its strategic goals.
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Line and Staff Aspects of HRM
• Line manager
– A manager who is authorized to direct the work of subordinates and is
responsible for accomplishing the organization’s tasks.
• Staff manager
– A manager who assists and advises line managers.
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Functions of the HR Manager
• A line function
– The HR manager directs the activities of the people in his or her own
department and in related service areas (like the plant cafeteria).
• A coordinative function
– HR managers also coordinate personnel activities, a duty often referred to
as functional control.
• Staff (assist and advise) functions
– Assisting and advising line managers is the heart of the HR manager’s
job.
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Employee Advocacy
• HR must take responsibility for:
– Clearly defining how management should be treating employees.
– Making sure employees have the mechanisms required to contest unfair
practices.
– Represent the interests of employees within the framework of its
primary obligation to senior management.
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Examples of HR Job Duties
• Recruiters
– Search for qualified job applicants.
• Equal employment opportunity (EEO) coordinators
– Investigate and resolve EEO grievances, examine organizational
practices for potential violations, and compile and submit EEO reports.
• Job analysts
– Collect and examine information about jobs to prepare job descriptions.
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Examples of HR Job Duties (cont’d)
• Compensation managers
– Develop compensation plans and handle the employee benefits
program.
• Training specialists
– Plan, organize, and direct training activities.
• Labor relations specialists
– Advise management on all aspects of union–management relations.
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Cooperative Line and Staff HR Management
Page # 7
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A Changing HR Environment
• Globalization
• Technological Advances
• Exporting Jobs
• The Nature of Work
• Workforce Demographics
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The Old HR Manager
• New Proficiencies
– HR proficiencies
– Business proficiencies
– Leadership proficiencies
– Learning proficiencies
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The New HR Strategic Partner
The New HR Manager (cont’d)
• The Need to “Know Your Employment Law”
– Equal employment laws
– Occupational safety and health laws
– Labor laws
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HR Professional Certification
• HR is becoming more professionalized.
• Society for Human Resource Management (SHRM)
– SHRM’s Human Resource Certification Institute (HRCI)
• SPHR (senior professional in HR)
• PHR (professional in HR)
certificate
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HR and Technology
• Benefits of technological applications for HR
– Intranet-based employee portals through which employees can self-
service HR transactions.
– The availability of centralized call centers staffed with HR specialists.
– Increased efficiency of HR operations.
– The development of data warehouses of HR-related information.
– The ability to outsource HR activities to specialist service providers.
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Thank you
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