Fundamentals of Human

Fundamentals of Human Resource Management 5 th Edition Gary Dessler Instructor's Resource Manual for Fundamentals of Human Resource Management Carol Heeter NOTE: For Complete File, Download link at the end of this File 1 / 3

1 Copyright © 2019 Pearson Education, Inc.

ANNOTATED OUTLINE

PART ONE INTRODUCTION

C H A P T E R

T O n e

Managing Human Resources Today

1

Lecture Outline Strategic Overview

• What Is Human Resource Management?
• Why Is HR Management Important to All

Managers?

• Line and Staff Aspects of HRM
• Line Versus Staff Authority
• Line Manager’s Human Resource Responsibilities
• The Human Resource Department

II. The Trends Shaping Human Resource Management

• Workforce Demographics and Diversity Trends
• Trends in How People Work
• Globalization Trends
• Economic Trends
• Technology Trends

III. The New Human Resource Management

• Distributed HR and the New Human Resource

Management

• HR and Performance
• HR and Employee Engagement
• HR and Strategy
• HR and Sustainability
• HR and Ethics

IV. The New Human Resource Manager

• HR and the Manager’s Skills
• HR Manager Certification
• HR and the Manager’s HR Philosophy
• The Plan of This Book

A. Part 1: Introduction

• Part 2: Staffing: Workforce Planning and

Employment

C. Part 3: Training and Human Resource

Development

D. Part 4: Compensation and Total Rewards

E. Part 5: Employee and Labor Relations

F. Part 6: Special Issues in Human Resource

Management

In Brief: This chapter explains

what human resource management is, its relationship to the management process, and how it is changing in response to trends in the workplace. It illustrates why knowing HR management concepts and techniques are important to any supervisor or manager and what trends are influencing HR management. In addition, the chapter explores strategies today’s HR managers engage in to deal with these trends, the competencies required of HR managers, and the plan of the book.

Interesting Issues: Human

resources professionals play a key role in helping companies meet the challenges of global competition.Strategic objectives to lower costs, improved productivity, and increased organizational effectiveness are changing the way every part of the organization, including the HR department, does business.

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2 Copyright © 2019 Pearson Education, Inc.

• What Is Human Resource Management? — The management process

involves the following functions: planning, organizing, staffing, leading, and

controlling. The “people” or personnel aspects of management jobs involve conducting job analyses; planning labor needs and recruiting job candidates; selecting job candidates; orienting and training new employees; managing wages and salaries; providing incentives and benefits; appraising performance; communicating; training employees and developing managers; building employee commitment; being knowledgeable about equal opportunity, affirmative action, employee health and safety, and handling grievances and labor relations.

• Why Is HR Management Important to All Managers? — Managers don’t want

to make mistakes while managing, such as hiring the wrong person, having their company taken to court because of discriminatory actions, or committing unfair labor practices. As a manager anywhere in the organization, you will want to improve performance. You may spend time as an HR manager or become an entrepreneur and require basic and some advanced knowledge and skills in HR.

• Line and Staff Aspects of HRM — Although most firms have a human

resource department with its own manager, all managers tend to get involved in activities like recruiting, interviewing, selecting, and training.

• Line Versus Staff Authority — Authority is the right to make decisions, to

direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates. Their subordinates are generally involved in work that directly produces or sells the company’s product or service, such as sales or manufacturing. Staff managers are authorized to assist and advise line managers in accomplishing their basic goals. The subordinates of staff managers are generally involved in work that supports the products or services, in departments such as Purchasing or Quality Control. HR managers are generally staff managers.

• Line Manager’s Human Resource Responsibilities — All supervisors are

responsible for aspects of HR/personnel tasks such as placement, training, and development of employees.

• The Human Resource Department — The HR department provides

specialized assistance such as acting as a recruiter, EEO representative, job analyst, compensation manager, training specialist, or labor relations specialist.

• Many employers are revamping how they organize their human

resource functions to include “shared services” or “distributed” HR.Others may use corporate or embedded teams.

II. The Trends Shaping Human Resource Management — Trends in the environment are changing how employers get their human resource management tasks done.

• Workforce Demographics and Diversity Trends — The labor force is getting

older and more multi-ethnic. The aging labor force presents significant changes in terms of potential labor shortages, and many firms are instituting new policies aimed at encouraging aging employees to stay, or at attracting

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