Summary Introducing Human Resource Management
Caroline Hook & Andrew Jenkins
Chapter 1 + Chapter 6
, Chapter 1: introducing HRM
Personal qualities needed to be successful in HR:
- Balanced and objective, since there is a need to sometimes represent both employees and
the employer
- Trustworthy and discreet
- A strong communicator
- Able to work as part of a team
- Flexible, adaptable and patient
HRM as a career:
it is a career which provides a wealth of variety and great job satisfaction
it is a career which is constantly changing as the role evolves in response to changing social,
political, economic and demographic issues.
it is a career that offers endless possibilities with a huge variety of roles.
The main activities of human resource management:
- Recruitment and selection
- Learning, training and talent development
- Human resource planning
- Provide expertise to managers
- Provision of contracts/ provision of fair treatments/ provision of equal opportunities
- Motivating workers to achieve improved performance
- Employee counselling and well-being
- Payment and reward of employees
- Health and safety
- Ethics and corporate responsibility
- Change management
- Managing cross-cultural issues or international HRM
however, it varies per organisation.
All HRM activities add value by helping the organisation achieve its strategic objectives they
will focus on ensuring that the overall HR policies and procedures support the strategic objectives
and that there is consistency in approach and implementation across the organisation.
Other managers will also be involved to some extent to these activities:
- Line managers: will be concerned with the actual implementation of the policies and
procedures in so far as they affect their team.
- HR specialist: will be involved in the bigger picture
aspects of managing the human resource are an element of every manager’s or supervisor’s job
History of human resource management:
- Nineteenth century: employers who wanted to try to improve working conditions for their
employees and adopted schemes to improve the lot of their workforce as part of their policy.
welfare and wellbeing of the employees was considered
- Recruitment and selection: starting with recruiting girls
Caroline Hook & Andrew Jenkins
Chapter 1 + Chapter 6
, Chapter 1: introducing HRM
Personal qualities needed to be successful in HR:
- Balanced and objective, since there is a need to sometimes represent both employees and
the employer
- Trustworthy and discreet
- A strong communicator
- Able to work as part of a team
- Flexible, adaptable and patient
HRM as a career:
it is a career which provides a wealth of variety and great job satisfaction
it is a career which is constantly changing as the role evolves in response to changing social,
political, economic and demographic issues.
it is a career that offers endless possibilities with a huge variety of roles.
The main activities of human resource management:
- Recruitment and selection
- Learning, training and talent development
- Human resource planning
- Provide expertise to managers
- Provision of contracts/ provision of fair treatments/ provision of equal opportunities
- Motivating workers to achieve improved performance
- Employee counselling and well-being
- Payment and reward of employees
- Health and safety
- Ethics and corporate responsibility
- Change management
- Managing cross-cultural issues or international HRM
however, it varies per organisation.
All HRM activities add value by helping the organisation achieve its strategic objectives they
will focus on ensuring that the overall HR policies and procedures support the strategic objectives
and that there is consistency in approach and implementation across the organisation.
Other managers will also be involved to some extent to these activities:
- Line managers: will be concerned with the actual implementation of the policies and
procedures in so far as they affect their team.
- HR specialist: will be involved in the bigger picture
aspects of managing the human resource are an element of every manager’s or supervisor’s job
History of human resource management:
- Nineteenth century: employers who wanted to try to improve working conditions for their
employees and adopted schemes to improve the lot of their workforce as part of their policy.
welfare and wellbeing of the employees was considered
- Recruitment and selection: starting with recruiting girls
