[3] Introduction to Human Resource Management

Human Resource Management 16th Edition - Gary Dessler

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

The five basic functions of planning, organizing, staffing, leading, and controlling.

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.

Line authority

Traditionally gives managers the right to issue orders to other managers or employees.

Staff authority

Gives a manager the right to advise other managers or employees.

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.

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.

Employment engagement

The extent to which an organization’s employees are psychologically involved in, connected to, and committed to getting their jobs done.

Ethics

The principles of conduct governing an individual or a group; specifically, the standards you use to decide what your conduct should be.

Leadership and Navigation

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to direct and contribute to initiatives and processes within the organization.

Ethical Practice

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

Business Acumen

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to understand and apply information with which to contribute to the organization’s strategic plan.

Relationship Management

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to manage interactions to provide service and to support the organization.

Consultation

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to provide guidance to organizational stakeholders.

Critical Evaluation

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to interpret information with which to make business decisions and recommendations.

Global and Cultural Effectiveness

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to value and consider the perspectives and backgrounds of all parties.

Communication

BEHAVIORS OR COMPETENCIES TODAY’S HR MANAGER SHOULD EXHIBIT

The ability to effectively exchange information with stakeholders.