BBA102 Lecture Notes - Lecture 5: Human Resource Management, Performance Management, Job Performance
12 May 2018
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1. What does "managing people" mean as a practice?
2. What does aagig people eas as a futio?
3. What are the goals of Human Resource Management (HRM)?
4. What makes HRM functions strategic?
5. What domain HRM functions/activities involve?
What does "managing people" mean?
• Managing people as a practice involves leading people inside the unit and linking people
outside the unit (Mintzberg).
• Managing people as an organisational function means performing activities and making
decisions critical to ensuring that the organisation hires and keeps the right personnel to
achieve its goals.
"Managing people" as a practice.
Maageet has just as uh, if ot ore, to do ith negotiating interdependence as it
does with exercising formal authority... eig a aager eas ot erely assuig a
position of authority but also eoig ore depedet o others, isiders ad outsiders -
and more so in senior positions.
- (Hill, 2003, p. 262 in Mintzberg, 2009, p.64).
"Managing my people" - Contextualised practice
▪ Managing people is more than the control of 'subordinates'
▪ People in organisations are "human beings" who need to be influenced rather than
controlled.
▪ Management of people independent of the substance of their work (the context) shifts
focus from the practice-based approach of navigating interdependent relationships with
real people to a function-based approach of 'human resource' management.
"Managing people" as a function
Maagig people as a organisational function becomes Human Resource Management
(HRM)
o Consists of the activities managers perform to plan for, attract, develop, and retain an
effective workforce.
o Functionalist and instrumental approach to dealing with people who work in
organisations
o Treats people as hua resoures
o Sees people as the source of (instruments to) competitive advantage.
How do you realise that advantage?
Human Resources are strategic assets of Organisations.
HR Functions (Strategic Human Resource Planning)
o Understanding current employee needs
o Job analysis
o Job description
o Job specification
o Predicting future employee needs
o Human resource inventory
o Strategic HR planning
o Consists of developing a systematic, comprehensive strategy for
understanding current employee needs and predicting future employee needs.
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