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Chapter 1: Nature of Human Resource Management

Human Resources (HR)
are the people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries and other rewards
HUman Resource Management (HRM)
is the comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified work force- the human resources- in ways to contribute to organizational effectiveness
the process of hiring outside firms to handle basic HRM functions, presumably more efficiently than the organization
-is a competitive weapon/ more efficient operations for the organization
scientific management
one of the earliest approaches to management, concerned with structuring individual jobs to maximize efficiency and productivity/ people like machines
the human relations era
it replaced the scientific management as the dominant approach to management during the 1930s
Hawthorne Studies
-originated the replacement of human relations era and the importance of human resources
-instigated the human resources era, was looking at light/environment but found work productivity was high when people felt mattered/special
during the HR era popularization of the
hierarchy of human needs (maslow)
theory x and theory y (douglas mcgregors)
Hierarchy of human needs- Maslows
self actualization
Theory X and Theory Y
theory x- little motivation/unhappy, perform worse
theory y- good work conditions/happy, perform well
Personnel departments
are specialized organizational units for hiring and administering human resources, became popular during the 1930s and 1940s

-another name for HR department essentially

personnel manager
the manager who ran the personnel departments
knowledge workers
are employees whose jobs are primarily concerned with the acquisition and application of knowledge and they contribute to an organization through what they know and how the can apply what they know
-important for the increase in technology
is an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual, organization, industry or economic system relative to the value of the inputs used to create them
is the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs
-good quality if its satisfying!
psychological contract
the overall set of expectations held by the employee with regard to what he or she will contribute to the organization and that are held by the organization with regard to what it will provide to the individual in return
line managers
are those directly responsible for creating goods and services
staff managers
are those responsible for an indirect or support function that would have costs but whose bottom-line contributions were less direct/ behind the scenes
a human resource management system
is an integrated and interrelated approach to managing human resources that fully recognizes the interdependence among the various tasks and functions that must be performed
utility analysis
attempt to measure, in more objective terms, the impact and effectiveness of HRM practices in terms of such metrics as a firm’s financial performance
knowledge based resources ARE THE
PEOPLE! the Hum resources! most important!
-realizing the importance of people is a competitive advantages
evolution of the Human Resource Function
1) industrial revolution sparked expansion in business
2) scientific management was big management practice
3) with booming industries, needed more workers
4) emerged with hawthorne studies
1st real importance of the role of HRM came with which act?
1964 civil rights act- illegal to consider factors such as gender, race, skin color, national origin
-this made hiring more complicated and couldn’t afford to be in trouble/ want to avoid law suits
HRM with recent technology
-increasing technology means more surveillancing and open communication
-more ethics/privacy issues
-need for specialized employees who perform well with technology (knowledge workers)
Important for modern HRM to enhance ___ & ___?
Important for HRM to comply with ___ and promote ____?
1) social/legal obligations (when it comes to hiring/discrimination/social issues.etc)
2) individual growth and development of employees! in order to promote psychological contract
structure of HRM today vs traditional view
traditional: either line managers or staff managers

today: is a flat design / decentralized with line managers

it is important to think of human resource management as a :
SYSTEM/ human resource management system
4 goals of HRM
1) Facilitating organizational competitiveness
2) Enhancing productivity and quality
3) Complying with legal and social obligations
4) Promoting individual growth and development (to create the Psychological contract)

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