HR Basics: Human Resource Management
Summary
TLDRThe video script from 'HR Basics' explores the evolution and roles of human resource management (HRM), tracing its history from clerical beginnings to strategic importance in organizations. It outlines the three main roles HR can play: strategic, operational, and administrative. The script also introduces the pinwheel model, detailing eight key HR functional areas such as strategy, compliance, talent management, and employee relations, emphasizing HRM's value in driving organizational outcomes.
Takeaways
- 📚 Human Resource Management (HRM) is the formal system designed to manage people within organizations effectively.
- 🌟 HRM has evolved significantly since its inception around 1900, with early focus on clerical operations and payroll, shifting towards strategic roles due to social legislation and competition.
- 🛠️ The role of HR professionals has transformed from primarily administrative to encompassing strategic, operational, and employee advocacy roles.
- 🔍 HRM's strategic role is crucial for aligning human capital with business strategy and contributing to organizational results.
- 👥 Operational and employee advocate roles in HR ensure HR activities are in line with organizational strategy while also balancing employee and employer interests.
- 📋 The administrative role of HR focuses on clerical tasks, legal compliance, and policy implementation.
- 📈 The present role of HRM emphasizes strategic contributions to organizational success, recognizing the critical role of people in achieving organizational goals.
- 🎯 The Pinwheel Model outlines eight key functional areas of HRM, including strategy and planning, compliance, talent management, training and development, performance management, total rewards, employee safety and health, and employee and labor relations.
- 📝 Compliance in HR involves adhering to federal, state, and local laws and regulations, ensuring equal employment opportunity.
- 💼 Talent management integrates processes for attracting, motivating, and retaining engaged and productive employees through recruitment, selection, interviewing, and onboarding.
- 🏆 Total rewards encompass both financial and non-financial incentives used to attract, motivate, and retain employees, including compensation, benefits, and recognition.
Q & A
What is the primary purpose of the 'HR Basics' series of short courses?
-The primary purpose of the 'HR Basics' series is to highlight essential knowledge about various human resource management topics.
How has the role of human resource management evolved since its beginnings?
-Human resource management has evolved from primarily clerical operations in the early 1900s to a strategic role that links human resource strategy with organizational mission and the work of people in the organization.
What were the main concerns of personnel departments in the 1920s?
-In the 1920s, personnel departments were largely concerned with technical functions, such as payroll and employee records.
How did social legislation in the 1960s impact the role of HRM?
-The social legislation of the 1960s led to changes in HRM, as it had to adapt to increased competition and new regulations.
What factors contributed to the further development of HRM in the 1990s?
-Globalization and increased competition in the 1990s required HR departments to focus more on cost planning and the strategic implications of various HR strategies for organizations and their employees.
What are the three typical roles that an HR group might play in an organization?
-The three typical roles are strategic, operational and employee advocate, and administrative, each with different responsibilities and contributions to the organization.
What is the strategic role of human resource management?
-The strategic role involves helping to find the business strategy relative to human capital and its contribution to organizational results, linking HR strategy with organizational mission.
What activities are included in the operational and employee advocate role of HR management?
-The operational and employee advocate role involves managing most HR activities in line with organizational strategy and serving as an employee champion to balance employee and employer issues.
What is the focus of the administrative role in HR management?
-The administrative role focuses on clerical administration and record keeping, including essential legal paperwork compliance and policy implementation.
Can you describe the 'Pinwheel Model' of human resource management?
-The Pinwheel Model suggests that the management of human resources centers on eight key functional areas, each with specialized activities that HR professionals are responsible for.
What are the eight key functional areas in the Pinwheel Model of HR management?
-The eight key functional areas are human resource strategy and planning, compliance, talent management, training and development, performance management, total rewards, employee safety and health, and employee and labor relations.
Outlines
📚 Evolution and Roles of HR Management
This paragraph delves into the history and transformation of Human Resource Management (HRM), tracing its origins back to the early 1900s. It highlights the shift from a primarily clerical operation to a strategic function within organizations. The role of HRM has evolved significantly, with a focus on strategic alignment, operational efficiency, and employee advocacy. The paragraph outlines the three main roles HR can play: strategic, operational, and administrative. It also introduces the pinwheel model, which organizes HR functions into eight key areas, emphasizing the strategic importance of HR in achieving organizational goals.
🔍 Key Functional Areas of HR Management
The second paragraph provides an in-depth look at the eight functional areas of HR management as suggested by the pinwheel model. It covers the processes from talent acquisition to employee safety and labor relations. The paragraph explains how each area contributes to the overall effectiveness of HR within an organization. Talent management, training and development, performance management, total rewards, and employee safety and health are discussed as integral parts of HR strategy. Additionally, the paragraph touches on labor relations and the importance of maintaining a positive relationship between employees and the organization.
Mindmap
Keywords
💡Human Resource Management (HRM)
💡Strategic Role
💡Operational and Employee Advocate Role
💡Administrative Role
💡Personnel Function
💡Compliance
💡Talent Management
💡Training and Development
💡Performance Management
💡Total Rewards
💡Employee Safety and Health
💡Employee and Labor Relations
💡Pinwheel Model
Highlights
HR Basics is a series of short courses focusing on key aspects of human resource management.
Human resource management is defined as the formal systems to manage people within organizations.
A brief history of HRM is provided, tracing its evolution from the early 1900s.
The first personnel management department is believed to have started at the National Cash Register Company in the early 1900s.
Personnel departments in the 1920s were primarily concerned with technical functions and clerical operations.
Social legislation in the 1960s led to changes in the focus of HRM departments.
HRM evolved in response to increased competition and technological change in the late 1970s.
Globalization and competition in the 1990s made HR departments focus more on cost planning and strategy implications.
The role of HR management professionals has dramatically evolved over the years.
An HR department typically plays three different roles in an organization: strategic, operational, and administrative.
The strategic role of HR helps align human capital with business strategy and organizational mission.
The operational role manages HR activities in line with organizational strategy and serves as an employee advocate.
The administrative role focuses on clerical administration, legal compliance, and policy implementation.
The past role of HR management was highly administrative and clerical, with a focus on transactional activities.
The present role of HR management emphasizes strategic contributions to organizational outcomes.
HR management is a value-added function, influencing key organizational outcomes.
The Pinwheel Model is introduced as a simple HR management model, focusing on eight key functional areas.
Each functional area of HR has specific activities and responsibilities for HR professionals.
The model provides a comprehensive framework for understanding and applying HR management in organizations.
Transcripts
[Music]
hr basics is a series of short courses
designed to highlight what you need to
know about a particular human resource
management topic in today's hr basics we
define human resource management with a
simple model
before we explore the model let's define
human resource management human resource
management comprise the formal systems
designed to manage people and
organizations
to best understand human resource
management we'll take a look at brief
history understand the roles of human
resource management in organizations and
review a model to best organize the
functional areas of hr management
what is now called human resource
management has evolved a great deal
since its beginnings around the year
1900 here's a brief history of human
resource management
it's believed that the first personnel
management department began at the
national cash register company in the
early 1900s personnel departments which
is merged as clearly defined in the
1920s at least in the united states were
largely concerned with technical
functions what began as a primarily
clerical operation in large companies
concerned with payroll and employee
records began to face changes with
social legislation of the 1960s
hrm developed in response to increase in
competition experienced by the late
1970s as a result of deregulation and
rapid technological change
in the 1990s globalization and
competition required human resource
departments to become more concerned
with costs planning and the implications
of various hr strategies for both
organizations and their employees
the role of human resource management
professionals has dramatically evolved
over the years this course provides an
overview of the past and future roles of
human resource management professionals
in organizations
if an organization has a formal hr group
perhaps an hr department there are
typically three different roles that
group might play in an organization
which of the roles predominates or
whether all three roles are performed
depends highly on what management wants
hr to do and what competencies hr staff
have demonstrated the potential mix of
roles is shown here
the primary role is strategic
which helps to find business strategy
relative to human capital and its
contribution to organizational results
the strategic role helps link human
resource strategy with organizational
mission and of the work of people in the
organization
the operational and employee advocate
role manages most hr activities in
keeping with organizational strategy and
serving as an employee champion to
balance the issues of employees and
employer
and finally the administrative role
which focuses on clerical administration
and record keeping including essential
legal paperwork compliance and policy
implementation
human resource management has played an
important role in the life of
organizations throughout modern history
in the past role of human resource
management the personnel function was
highly administrative and clerical in
nature as you see in this right-hand
side of the model labeled the past role
the past role focused on transactional
activities related to processing of
people-related activities such as
payroll a heavy emphasis on compliance
led to the personnel function policing
policy and procedure which left little
time for the important strategic role
the present role as seen on the left
here of human resource management has
evolved to focus on the strategic
contributions of human resource
management to organizations
as organizations strive to realize their
greater results the critical role of
people is recognized by the strategic
role of human resource professionals to
provide technical expertise champion
employees in lead strategically in their
organizations
human resource management is a
value-added function of the organization
influencing key organizational outcomes
now let's explore a simple human
resource management model the pinwheel
model suggests that the management of
human resources in an organization
centers on eight key functional areas
these functions are a collection of
specialized human resource management
work for each functional area human
resource professionals are responsible
for key activities you can see them in
the boxes around the model let's define
each functional area and discuss those
associated activities
human resource strategy and planning
identifies and manages current and
future needs to achieve organizational
goals the activities of strategy and
planning include analysis planning
effectiveness metrics and technology
compliance is doing what is asked or
required by federal state and local
governments in the management of people
the activities of compliance include
equal employment opportunity compliance
with federal state and local employment
laws and regulations
talent management are the integrated
processes to attract motivate and retain
productive and engaged employees these
activities of talent management include
recruitment talent acquisition selection
interviewing and onboarding
training and development is about the
betterment of people and performance
through information they will use the
activities of training and development
include training development career
planning and so on
performance management are the processes
to ensure the organization connects
mission with the work of employees the
activities of performance management
include performance appraisal
improvement and intervention
total rewards are the financial and
non-financial tools used to attract
motivate and retain employees the
activities of total rewards include
compensation benefits recognition and
work life effectiveness
employee safety and health is about
ensuring the safety health and welfare
of people at work the activities of
safety and health include employee
safety security and workers compensation
employee in labor relations focuses on
the relationship of employees with the
organization and with each other the
activities of employee and labor
relations include policy management
documentation workplace investigations
labor relations and employee rights
this human resource management model
along with our brief history should give
you the context to best understand and
apply the important role of human
resource management in today's
organizations
[Music]
you
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