Introduction to Human Capital and talent Management PDF

INTRODUCTION TO HUMAN CAPITAL
AND TALENT MANAGEMENT
Copyright © 2013 Pearson Education
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Rok Pintar - [e-mail]

 New Jersey-1990s’
 Store managers were quitting after a few months
 Lack of constant leadership
 employee turnover rate was 300% (1 position filled 3x in a year)
 Constantly had to find, hire & train new workers
 Brandon the chief executive doubt it was due to pay
 Emphasized on hiring, extensive coaching & opportunities to
earn promotion
 Employee turnover rate fall
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Copyright © 2013 Pearson Education

LEARNING OBJECTIVES(1)
 Explain what human resource managementis and how it relates to the managementprocess.
 Show with examples why human resourcemanagement is important to all managers.
 Illustrate the human resourcesresponsibilities of line and staff (HR)managers.
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LEARNING OBJECTIVES(2)
 Briefly discuss and illustrate each of the
important trends influencing human resource
management.
 List and briefly describe important traits of
today’s human resource managers.
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RECOMMENDED READINGS
 Human Resource Management (14th Edition), Gary Dessler –Chapter 1
 The Impact of Strategic Human Resource Management onOrganizational Performance, Luftim CANIA, Economia: SeriaManagement, Vol(17), Issue 2, 2014.
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THE MANAGEMENT PROCESS
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Copyright © 2013 Pearson Education
SIX functional areas
• Staffing
•Human Resource Development
•Performance Management
•Compensation
•Safety & Health
•Employee & Labour Relations

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1. STAFFING
 Determining what type of people you should hire;
 recruiting prospective employees;
 selecting employees;
 training and development;
 setting performance standards;
 evaluating performance; counselling performance;
 compensating employees.

Consist not only of training and development but also of career
planning and development activities, organization development,
performance management and appraisal.
 Training: Activities designed to provide learners with the
knowledge
and skills needed for their present jobs.
 Development: Process that involves learning that goes beyond
today’s
job; it has a more long-term focus.
 Career planning: Ongoing process whereby an individual sets
career
goals and identifies the means to achieve them.
 Career development: Formal approach used by the organization
2. HUMAN RESOURCE DEVELOPMENT