Dessler Human Resource Management Chapter 1 Introduction to Human Resource Management Lindenwood University
People with formally assigned roles who work together to achieve the organization’s goals
The person responsible for accomplishing the organization’s goals, and who does so by managing (planning, organizing, staffing, leading, and controlling) the efforts of the organization’s people.
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
Establishing goals and standards; developing rules and procedures, developing plans and forecasting
Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating subordinates’ work.
Determining what type of people you should hire; recruiting prospective employees; selecting employees; training and developing employees; setting performance standards; evaluating performance; counseling employees; compensating employees
Getting others to get the job done; maintaining morale; motivating subordinates
Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action, as needed.
The right to make decisions, direct others’ work, and give orders
The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas (like the plant cafeteria)
Authority that gives the manager the right (authority) to advise other managers or employees
A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks
A manager who assists and advises line managers
The authority exerted by an HR manager as coordinator of personnel activities
Transactional HR Group
Uses centralized call centers and outsourcing arrangements(such as with benefits advisors) to provide support for day-to-day transactional activities (such as changing benefits plans and employee assistance and counseling).
Corporate HR Group
Focuses on assisting top management in “top level” big picture issues such as developing and explaining the personnel aspects of the company’s long-term strategic plan
Embedded HR Unit
Assigns HR generalists directly to departments like sales and production. They provide the localized human resource management assitance the departments need
Centers of Expertise
Are like specialized HR consulting firms within the company- for instance , they provide specialized assistance in areas such as organizational change.
The tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad
The knowledge, education, training, skills, and expertise of a firm’s workers
The goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees
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