Chapter 1 Introduction to Human Resource

Transcript:Chapter 1 Introduction to Human Resource:
Chapter 1 Introduction to Human Resource Management Chapter contents Opening case:Employee affiliations at Eastern Computing (Pty) Ltd. Introduction The point of departure: Demarcating the field of study Redefining human resources management Management approaches to human resources management The need for strategic HRM and accompanying strategies Human resources management profession Challenges facing HRM Structure of the book Conclusion Introduction Demarcating HRM field of study Defining various terms and concepts Distinction between approaches and manifestations of science within formal work environments Unveiling challenges of this discipline within the Southern African context Identifying importance of strategic HRM Focus on the South African Institute of People Management (SAIPM) Focus on the South African Board for Personnel Practice (SABPP) Structure and content of the book Demarcation of the field of study The whole (‘gestalt’) to be understood before content of discipline is contextualised HRM stems from the study field of management HRM interacts with other disciplines ( See Fig 1.1) Sister disciplines are psychology which focuses on the study of human behaviour and Sociology focus on social behaviour relationships within and among groups Business management is the study of management which includes macro and functional points of view Employment relations is the relationship between employers, employees, and the state HRM is an applied behavioural science. Redefining HRM Integration of HRM strategy into global strategy of organisations is important Personnel is key factor to success of organisations and operates in various environments and contexts Definition: Stone (2008) HRM ‘Involves the productive use of people in achieving the organisation’s strategic objectives and the satisfaction of individual employee needs.’ External environment has 4 sub-environments: Economic, social, political, technological Redefining HRM (cont.) An organisation has various characteristics: size, structure, technology, HR policies, etc. The job itself affects employee performance Individual employees are the most important component as the focus of any organisation’s objective achievement efforts Employing the right people is the organisation’s best use of its most important asset. The context of the systems model to HRM Three environments are illustrated in Figure 1.2 namely: Employees’ job content - Nature of job, tasks, guidelines, utilisation, status Job context - Organisation culture and climate, management philosophy, leadership style, structures, etc. External environment - Labour market, education, economic conditions, employment legislation Management approaches to HRM Functional approach to HRM views it as a staff function - HRM function traditionally includes: provisioning, maintenance, and developing personnel - HR manager has a service,