management process        The five basic functions of management are:  planning, organizing, staffing, leading, and controlling.
human resource        The staffing function of the management process.  Or, the
management            policies and practices needed to carry out the "people" or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. 
authority            The right to make decisions, to direct the work of others, and to give orders.
line manager            Authorized to direct the work of subordinates-they're always someone's boss.  In addition, line managers are in charge of accomplishing the organization's basic goals. 
staff manager            Assist and advise line managers in accomplishing the basic goals.  HR managers are generally staff managers.
line authority            The authority to direct the activities of the people in his or her own department.
implied authority        The authority exerted by virtue of others' knowledge that he or she has access to top management.
functional control        The authority exerted by a personnel manager as a coordinator of personnel activities.
employee advocacy        HR must take responsibility for clearly defining how management should be treating employees, make sure employees have the mechanisms required to contest unfair practices, and represent the interests of employees within the framework of its primary obligation to senior management.
strategy            The company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.
globalization            The tendency of firms to extend their sales or manufacturing to new markets abroad.
human capital            The knowledge, education, training, skills, and expertise of a firm’s workers.
commitment            An employee’s identification with and agreement to pursue the company’s or the unit’s mission.
DISCUSSION QUESTIONS
1.    Explain what HR management is and how it relates to the management process.  There are five basic functions that all managers perform:  planning, organizing, staffing, leading, and controlling.  HR management involves the policies and practices needed to carry out the staffing (or people) function of management.  HR management helps the management process avoid mistakes and to get results.
2.    Give several examples of how HR management concepts and techniques can b
e of use to all managers.  HR management concepts and techniques can help all managers to ensure that they get results--through others.  These concepts and techniques also help you to avoid common personnel mistakes such as: hiring the wrong person; experiencing high turnover; finding your people not doing their best; wasting time with useless interviews; having your company taken to court because of discriminatory actions; have some employees think their salaries are unfair and inequitable relative to others in the organization; allow a lack of training to undermine your department’s effectiveness, and commit any unfair labor practices.
3.    Illustrate the HR responsibilities of line and staff managers.  Line managers are someone's boss; they direct the work of subordinates in pursuit of accomplishing the organization's basic goals.  Some examples of the HR responsibilities of line managers are: placing the right person on the job; starting new employees in the organization (orientation); training employees for jobs that are new to them; improving the job performance of each person; gaining creative cooperation and developing smooth working relationships; interpreting the company’s policies and procedures; controlling lab
or costs; developing the abilities of each person; creating and maintaining department morale; and protecting employees’ health and physical conditions.  Staff managers assist and advise line managers in accomplishing these basic goals.  They need to work in partnership with each other to be successful.  Some examples of the HR responsibilities of staff managers include assistance in hiring, training, evaluating, rewarding, counseling, promoting, and firing of employees, and the administering of various benefits programs.
4.    Why is it important for a company to make its human resources into a competitive advantage?  How can HR contribute to doing so?  Building and maintaining a competitive advantage is what allows a company to be successful, and to remain profitable and in business.  HR can make a critical contribution to the competitive advantage of a company by building the organizational climate and structure that allows the company to tap its special skills or core competencies and rapidly respond to customers' needs and competitors' moves.
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