Instructor’s Resource Manual
for Human Resource
Management
Human Resource
Management
Sixteenth Edition
Gary Dessler
, Part One
Introduction
Chapter 1
Introduction to Human Resource Management
Lecture Outline:
What Is Human Resource Management?
Why Is HR Management Important to All Managers?
Line and Staff Aspects of Human Resource Management
Line Managers’ Human Resource Management Responsibilities
The Human Resource Department
The Trends Shaping Human Resource Management
Workforce Demographics and Diversity Trends
Trends in Jobs People Do
HR and the Gig Economy: On-Demand Workers
Improving Performance: HR as a Profit Center
Globalization Trends
Economic Trends
Technology Trends
Important Components of Today’s New Human Resource Management
A Brief History of Personnel/Human Resource Management
Distributed HR and the New Human Resource Management
Trends Shaping HR: Digital and Social Media
A Quick Summary
Strategic Human Resource Management
Improving Performance: The Strategic Context
Performance and Human Resource Management
Sustainability and Human Resource Management
Employee Engagement and Human Resource Management
Ethics and Human Resource Management
The New Human Resource Manager
HR Manager Certification
HR and the Manager’s Human Resource Philosophy
The Plan of This Book
The Basic Themes and Features
Practical Tools for Every Manager
Chapter Contents Overview
Part 1: Introduction
Part 2: Recruitment, Placement, and Talent Management
Part 3: Training and Development
Part 4: Compensation
Part 5: Enrichment Topics in Human Resource Management
The Topics Are Interrelated
Chapter Review
,Where Are We Now…
The purpose of this chapter explains what Human Resource Management is, and why it’s
important to all managers. We’ll see that human resource management activities such as hiring,
training, appraising, compensation, and developing employees are part of every manager’s job.
We’ll see that human resource management is also a separate function. The main topics we’ll
cover will include what is human resource management, the trends shaping human resource
management, human resource management today, the new human resource manager, and the
plan of the book.
Interesting Issues:
For many people today Upwork (www.upwork.com/)) symbolizes much of what’s new in human
resource management. Millions of freelancers from graphic designers to translators, accountants,
writers, and customer service agents register on this site. Employers then use Upwork to find,
screen, hire, and pay the talent they need in more than 180 countries.
Learning Objectives:
1-1. Explain what human resource management is and how it relates to the management
process.
1-2. Briefly discuss and illustrate the important trends influencing human resource
management.
1-3. Briefly describe six important components or pillars of human resource management
today..
1-4. List at least four important human resource manager competencies.
1-5. Outline the plan of this book.
Annotated Outline:
I. What Is Human Resource Management? – to understand what human resource
management is, it’s useful to start with what managers do. Most writers
agree that managing involves performing five basic functions: planning,
organizing, staffing, leading, and controlling. These functions in total
represent the management process.
A. Why Is HR Management Important to All Managers?
1. Avoid Personnel Mistakes – managers don’t want to make
personnel mistakes, like not having employees doing their best,
hiring the wrong person for the job, experiencing high turnover,
having to be in court due to discriminatory actions, being cited for
unsafe practices, letting a lack of training undermine department
effectiveness, or committing any unfair labor practices.
2. Improving Profits and Performance – to help ensure that you get
results, through people.
3. You May Spend Some Time as an HR Manager
4. HR for Small Business
, B. Line and Staff Aspects of Human Resource Management – in
organizations, line authority traditionally gives managers the right to issue
orders to other managers or employees. Line authortiy creates a superior
(order giver) – subordinate (order receiver) relationship. Staff authority
gives a manager the right to advise other managers or employees. It creates
an advisory relationship.
C. Line Managers’ Human Resource Management Responsibilities – line managers do
have many human resources duties such as the following:
a. Placing the right person in the right job
b. Starting new employees in the organization (orientation)
c. Training employees for jobs that are new to them
d. Improving the job performance of each person
e. Gaining creative cooperation and developing smooth working relationships
f. Interpreting the company’s policies and procedures
g. Controlling labor costs
h. Developing the abilities of each person
i. Creating and maintaining departmental morale
j. Protecting employees’ health and physical conditions
D. The Human Resource Department – provides specialized assistance and
knowledge. Job duties include: recruiters, EEO representatives, job analysts,
compensation managers, training specialists, and labor relations specialists.
1. New Approaches to Organizing HR
a. Technology – adopting new HR technology tools such as online training
portals
b. Shared Services HR – teams that offer services through intranets or
centralized call centers
c. Corporate HR – teams within a company that assist top management in
top-level issues
d. Embedded HR – teams that have a HR generalist (also known as
“relationship managers” or “HR business partners”) assigned to
functional department
e. Centers of expertise – specialized HR consulting firms within the
company
II. The Trends Shaping Human Resource Management – trends are occurring in the
environment of human resource management that are changing how employers get
their human resource management task done. These trends include workforce
trends, trends in how people work, technological trends, and globalization and
economic trends.
A. Workforce Demographics and Diversity Trends – the composition of the workforce
will continue to change over the next few years; specifically it will continue to become
more diverse with more women, minority group members, and older workers in the
workforce.
B. Trends in Jobs People Do – work has shifted from manufacturing jobs to
service jobs in North America and Western Europe. Today, over two-thirds
of the U.S. workforce is employed in producing and delivering services,
not products.
