HUMAN RESOURCE

MANAGEMENT

Ph.D Phan Quốc Tấn

COURSE CONTENT

C1 Introduction to Human Resource Management

C2 Analyzing work and Designing jobs

C3 Planning for and Recruiting HR

C4 Selecting employees and placing them in jobs

C5 Training and Developing employees

C6 Managing employees’ performance

C7 Compensation & Benefits

1
 Recommended Resources
Textbooks:
1. Noe R.A., Hollenbeck J.R., Gerhart B., and Wright P.M. (2021).
Fundamentals of Human Resource Management. 9th ed. McGraw Hill LLC.
2. Trần Kim Dung. (2018). Quản trị Nguồn nhân lực. [Link]: NXB Tổng Hợp
Tp. HCM.
Additional Reference:
3. Noe R.A., Hollenbeck J.R., Gerhart B., and Wright P.M. (2016).
Fundamentals of Human Resource Management. 6th ed. McGraw Hill
International Edition.
4. Micheal Armstrong. (2013). Human Resource Management. Cambridge
University Press.

// Chapter 1

MANAGING HUMAN RESOURCES

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 Need To Know

Definition of HRM and how HRM contributes to an organization’s

1 performance

2 Identify the basic functions of HRM

3 Types of skills needed for HRM

4 Responsibilities of HR departments

5 Identifying challenges for HRM in the 21st century

Definition of Human Resource Management (HRM)

 Human resources are all members

who are and will be participating in
activities for the organization.

 Human Resource Management is

………………………………………….
………………………………………….
………………………………………….

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HRM PRACTICES

Companies With Effective HRM

Employees and customers tend to be more satisfied.

The companies tend to:

4
 Human Capital

Human Capital – an organization’s The concept of HRM implies

employees described in terms of that employees are
their: resources of the employer.
 training
 experience
 judgment
 intelligence
 relationships
 insight

The role of Human Resource Management

1 Administrative services and transactions

Business partner services

The role of 2
HRM

Strategic partner
3

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 HRM and Sustainable Competitive Advantage

 An organization can succeed if it has sustainable competitive advantage.

 Why do people say that HR give organizations advantages?

An organization in which technology, organizational structure,

people, and processes all work together to give an organization
a competitive advantage in the competitive environment.

The basic functions of HRM

LOGO

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HR attraction function
Make sure to have enough employees
with the right qualities for the job to be
able to hire the right people for the
right job. To perform this function well,
you need to perform the following 3
practices:

Training and development function

 Career guidance, training and coaching practical

skills for employees.
 Fostering and improving professional and
technological qualifications for professional staff.
 Update new and modern management methods
for managers.

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 Function of maintaining HR

Stimulate and motivate employees

 Evaluate employee's ability to perform work.
 Build and manage salary scale & payroll system.
 Establish and apply remuneration policies.

Labor relations
Labor relations involves activities aimed at improving the
working environment.
 Sign a labor contract;
 Resolve complaints and labor disputes;
 Social insurance, health insurance, unemployment, labor
safety...
Competencies and Behaviors
for HR Professionals

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 Supervisors’ Involvement In HRM

Requirement for HRM staff must have

A
Good understanding of psychology and society

B
Have knowledge and ability to research OB

C
Have knowledge of law

D
Understanding business principles

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Function & Responsibilities of HR Departments

Supporting the Organization’s Strategy

HR planning – identifying the numbers and types of employees the

organization will require to meet its objectives.
Talent Management- a systematic, planned effort to attract,
retain, develop, and motivate highly skilled employees and
managers.
Evidence-based HR– Collecting and using data to show that human
resource practices have a positive influence on the company’s bottom
line or key stakeholders.

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 Analyzing and Designing Jobs

Job Analysis Job Design

Process of getting detailed Process of defining the way

information about jobs. work will be performed and
the tasks that a given job
requires.

Recruiting and Hiring Employees

Recruitment Selection

The process through which The process by which the

the organization seeks organization attempts to
applicants for potential identify applicants with the
employment. necessary knowledge, skills,
abilities, and other
characteristics that will help the
organization achieve its goals.

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 Training and Developing Employees

Training Development

A planned effort to enable Acquisition of knowledge,

employees to learn job- skills, and behaviors that
related knowledge, skills, improve an employee’s
and behavior. ability to meet changes in job
requirements and in
customer demands.

Managing Performance

 Performance Management – The process of ensuring

that employees’ activities and outputs match the
organization’s goals.
 The activities of performance management include
specifying the tasks and outcomes of a job that
contribute to the organization’s success.
 HR may be responsible for developing or obtaining
questionnaires and other devices for measuring
performance.

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 Planning & Administering Pay & Benefits

Planning Pay & Benefits Administering Pay & Benefits

 How much salary, wages bonuses,  Systems for keeping track of

commissions, and other employees’ earnings and benefits
performance-related pay to offer. are needed.
 Which benefits to offer and how  Employees need information about
much of the cost will be shared by their benefits plan.
employees.  Extensive record keeping and
reporting is needed.

Case study: How Abbott Laboratories Creates a Healthy Business

Abbott Laboratories is a global company operating in more than 150 countries.

They specialize in medical devices and pharmaceuticals. The industry is fast
paced and Abbott needs to stay nimble in order to remain competitive. A key to
their success is their talent management philosophy which includes careful hiring,
a commitment to training and an internal mentoring program. In this vignette a
finance employee’s career path is outlined as an example of how Abbott values
career development which includes paying for an MBA program.
Discussion Questions and Suggested Response
1. How could a company such as Abbott benefit from sending an employee to
study finance or another business subject?
2. How do you think hiring and training could work hand-in-hand to help a
company such as Abbott meet its business objectives?

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 Maintaining Positive Employee Relations

Preparing and distributing:

employee handbooks and policies
company publications and newsletters
Dealing with and responding to communications from
employees questions:
about benefits and company policy, possible discrimination or harassment,
safety hazards, etc.
Collective bargaining and contract administration.
HR negotiates union contracts and maintains communication with union
representatives to ensure that problems are resolved.

Establishing and Administering Personnel Policies

Organizations depend on HR to help establish and communicate

policies related to:
hiring
discipline
promotions
benefits
All aspects of HRM require careful and discreet record keeping.

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 Ensuring Compliance with Labor Laws

Government requirements include:

 filing reports and displaying posters
 avoiding unlawful behavior
Managers depend on HR professionals to help them keep track
of these requirements.
Lawsuits will continue to influence HRM practices concerning job
security.

Top qualities Employers look for in Employees

Which of the following are top qualities employers look

for in employees?
1. Teamwork skills
2. Decision making, problem solving
3. Planning, prioritizing tasks
4. Verbal communication skills
5. Gathering/processing information
6. All the above

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The role of HRM in 4.0
Consultating
departments on
Evaluating
HR issues in
employees
company

1 2 3 4

Planning HR Providing
development services
policies for
company

HRM trends in the 4.0

(Research by Deloitte)

Building an organization according to an

1 open-shared organizational structure

Career and study always go hand in

hand
2

Talent acquisition: Focus on candidate

3 experience

Focus on employee experience for the

company
4

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 HRM trends in the 4.0
(Research by Deloitte)

5 Work efficiency management

Blurring the boundary between leaders

and employees
6

digitalization HR-platform, people and

7 work

Diversify the workforce 8

Human Resources 4.0:

Opportunities and challenges

Demographic changes Fierce competition for HR

Working environment is The need to be a “Owner"

increasingly flexible rather than a “Employee"

Spending on employee Difficult to predict trends to

benefits will increase invest in HR development

Training and developing Employees are not engaged

digital human resources

Group discussion: Explain the above statements

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Group Discussion

Thank you

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