21st centuary HRM

21st-Century Human Resource
Management Strategic
Planning and Legal Issues
Part

I

1
2
3

The New Human Resource
Management Process
Strategy-Driven Human
Resource Management
The Legal Environment and
Diversity Management

1

The New
Human Resource
Management
Process
Learning Outcomes
After studying this chapter you should be able to:
1.1 Identify the difference between the traditional view of
Human Resource Management and the 21st-century view
1.2 Describe the major HRM skill sets
1.3 Discuss the line manager’s HRM responsibilities
1.4 Identify and briefly describe the major HRM discipline areas
1.5 Explain the Practitioner’s Model for HRM and how it applies to this book
1.6 Define the following terms:
Human resources
Employee engagement
Cost center
Revenue center
Productivity center
Productivity
Effectiveness
Efficiency
Job satisfaction
Turnover
Absenteeism
Sustainable competitive advantage Information Age
Knowledge worker
Technical skills
Human relations skills
Conceptual and design skills
Business skills
Line manager
Staff manager
Society for Human
Resource Management
(SHRM)

Chapter 1 Outline
Why Study Human Resource Management?
HRM Past and Present
Past View of HRM
Present View of HRM
21st-Century HRM
HRM Challenges
The HRM Strategic View
Technology and Knowledge
Labor Demographics
Productivity and Competitiveness Through HRM
HRM Skills
Technical Skills
Human Relations Skills
Conceptual and Design Skills
Business Skills
Line Managers’ HRM Responsibilities
Line Versus Staff Management
Major HR Responsibilities of Line Management

Staffing
Training and Development
Employee Relations
Labor and Industrial Relations
Compensation and Benefits
Safety and Security
Ethics and Sustainability
HRM Careers
The Society for Human Resource Management
Other HR Organizations
Professional Liability
The Practitioner’s Model for HRM
The Model
Sections of the Model
Trends