Human Resource Management

Author: R. Wayne Mondy (USA) and others
Translator: Ge Xinquan and others
Editor-in-Chief: Zhu Dan
Publisher:
Publish Date: 1999-06-01
Features: Wayne Mondy's Human Resource Management has been revised and reprinted, achieving great success. This translation, included in the "Translation Series of Management Science," incorporates the latest developments in human resource management. By utilizing numerous illustrations and company materials that demonstrate how human resource management is implemented in organizations today, it provides a practical and vivid research approach that students and managers aspiring to this field cannot afford to miss. The 6th edition of Human Resource Management continues to offer a practical and vivid approach to studying human resource management. While maintaining a strong focus on practicality, the book remains in harmony with current concepts of human resource management throughout. A common theme—the interrelationships among various human resource functions—runs throughout the book. Each human resource management function is described based on its relationship with the overall demand for human resource management. Initially, this book was written for students first encountering human resource management. By utilizing numerous illustrations and company materials that demonstrate how human resource management is implemented in organizations today, it helps students connect with the real world. Excerpt: Functions of Human Resource Management Today's human resource issues are significant and continue to expand. Human resource managers face numerous challenges, from a dynamic workforce to dealing with emerging fraudulent activities subject to government restrictions. Because human resource issues are so important, they are drawing increasing attention from top management. Many issues are reported directly to the chairman or general manager, while others are escalated to them through the ranks. Human resource managers work through human resource management systems. As shown in Figure 1.1, six functional areas are effectively linked to human resource management: human resource planning, recruitment, and selection; human resource development; compensation and benefits; safety and health; employee and labor relations; and human resource research. A significant study conducted under the guidance of the Human Resource Management Association confirms that these aspects essentially constitute the field of human resource management. In each area, successful performance requires the correct management practices. Below, we will discuss these functions.
Human Resource Management Practices—How to Implement Human Resource Management
Each chapter features sections labeled "Human Resource Management Practices" and "Human Resource Management Events." These sections allow you to make decisions in real-world scenarios. Designed to immerse you in typical human resource management situations, these sections help you consider how you would respond. "Developing Human Resource Management Skills: An Experiential Exercise" (included in all chapters except this one) encourages students to consider how they would respond in simulated real-world situations. Each exercise enables you to analyze how well you would handle matters related to human resource management.
2.1 Human Resource Planning, Recruitment, and Selection
An organization must have employees capable of performing specific job duties at specific locations and times to achieve its goals. Hiring such employees involves three processes: human resource planning (HRP), recruitment, and selection. Human resource planning (HRP) is the systematic process of examining human resource needs to ensure that employees meeting both technical and quantitative requirements are hired when needed. Recruitment is the process of attracting a sufficient number of individuals and encouraging them to apply for positions within the organization. Selection is the process by which the organization hires individuals from a pool of applicants who are the most suitable for the company and its job openings. Successfully completing these three tasks is crucial for the organization to effectively achieve its goals.
2.2 Human Resource Development
Human resource development (HRD) helps individuals, groups, and entire organizations become more effective. Because individuals, jobs, and organizations are constantly changing, human resource development is essential. Additionally, companies must continuously improve and enhance their human resource development processes to maintain their competitiveness. This development process should begin when an individual joins the company and continue throughout their career. Large-scale human resource development initiatives are known as organizational development (OD), and their purpose is to change the internal environment of the company to enable employees to work more effectively. Other aspects of human resource development include career planning and performance evaluation. Career planning is the process of setting human resource goals and establishing measures to achieve them. The career paths of individuals and the needs of the organization are not isolated or contradictory. Organizations should help employees in career planning so that both needs can be met. Performance evaluation of employees and work teams determines how well they perform assigned tasks. Performance evaluation provides employees with opportunities to leverage their strengths to overcome weaknesses, making them more satisfied and productive.