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Strategic

Human

Resources

Course No: PSYELEC7-NQb

Code: 1316

5:30-7:00PM, TF

Strategic Human

Resources

The course is designed to give students an

insight into the theoretical and practical

perspectives, concepts, issues, and

practices in Strategic Human Resource

Management. It also aims to provide

students with a basic understanding of

talent acquisition, learning and

development, performance, and rewards

management.

History and evolution of the concept of HRM

Human Resource Planning

Acquisition of Human Resources

Training and Development in Organizations

Performance Appraisals

Employee Compensation

Managing Change

Discipline

Employment Law & Employee Rights

Current Issues and Trends in HRM

Grading System

• Exam = 50%
• Quiz = 20%

Recitation = 10%

Activities = 10%

Attendance = 10%

TOTAL = 100%

Learning Objectives

Explain the role of HRM in

organizations.

Define and discuss some of

the major HRM activities.

How important is

Human Resource

Management?

The general idea of

HRM

“Generation of

revenue through

the use of

people’s skills and

abilities”.

What Is HRM?

Human resource management

(HRM) is the process of

employing people, training them,

compensating them, developing

policies relating to them, and

developing strategies to retain

them.

“Get out of the parties

and birthdays and

enrollment forms.…

Remember, HR is

important in good

times, HR is defined in

hard times” –Jack Welch,

former CEO of General Electric

and management guru

The Role of HRM

4Four main steps:

Development of a staffing plan. This

plan allows HRM to see how many

people they should hire based on

revenue expectations.

Development of policies to encourage

multiculturalism at work.

Multiculturalism in the workplace is

becoming more and more important, as

we have many more people from a

variety of backgrounds in the workforce.

Recruitment. This involves finding

people to fill the open positions.

Selection. In this stage, people will be

interviewed and selected, and a proper

compensation package will be

negotiated. This step is followed by

training, retention, and motivation.

Development of Workplace Policies

• Every organization has policies to

ensure fairness and continuity within

the organization. One of the jobs of

HRM is to develop the verbiage

surrounding these policies. In the

development of policies, HRM,

management, and executives are

involved in the process.

Development of Workplace Policies

Some examples of workplace policies might be the following:

Discipline process policy

Vacation time policy

Dress code

Ethics policy

Internet usage policy

• HRM professionals need to

determine that compensation is

fair, meets industry standards,

and is high enough to entice

people to work for the

organization. Compensation

includes anything the employee

receives for his or her work. In

addition, HRM professionals

need to make sure the pay is

comparable to what other

people performing similar jobs

are being paid. This involves

setting up pay systems that take

into consideration the number

of years with the organization,

years of experience, education,

and similar aspects.

Compensation and

Benefits

Administration