Human Resource Management Overview

Analysis and design of work

major activity involved in the human resource process:

what are the responsibilities of people who perform a given job.

• Job Analysis: Process of getting detailed information about jobs

• Job Design: Process of defining the way work will be performed and the tasks that a given job requires

HR planning

major activity involved in the human resource process:

determining how many employees with specific knowledge and skills are needed.

Recruiting

major activity involved in the human resource process:

attracting potential employees.

• Process through which the organization seeks applicants for potential employment

Selection

major activity involved in the human resource process:

choosing employees.

• Process by which the organization identifies applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals

Training and Development

major activity involved in the human resource process:

teaching employees how to perform their jobs and preparing them for the future. Training is focused on the here and now. Development is more future focused.

• Training: A planned effort to enable employees to learn job-related knowledge, skills, and behavior 

• Development: Acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands

Compensation

major activity involved in the human resource process:

rewarding employees.

Performance Management

major activity involved in the human resource process:

evaluating performance.

• Process of ensuring employees’ activities and outputs match the organization’s goals 

• HR may be responsible for developing or obtaining questionnaires and other devices for measuring performance

• planning pay & benefits

• administrating pay & benefits

Employee relations

major activity involved in the human resource process:

• creating a positive work environment.

human capital

Concept of HRM that implies that employees are resources of the employer.

• means the organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—employee characteristics that add economic value to the organization.

sustainable competitive advantage

In terms of business strategy, an organization can succeed if it has a _________ __________ ____________ (is better than competitors at something and can hold that advantage over a sustained period of time).

Therefore, we can conclude that organizations need the kind of resources that will give them such an advantage.

technology  

HRM can create a sustainable competitive advantage by using ___________

• Companies that attempt to increase their competitiveness by investing in new technology and promoting quality throughout the organization also invest in state-of-the-art staffing, training, and compensation practices

high-performance work system

Effective management of human resources can form the foundation of a _____-_______ ______ _________—an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment.

As technology changes the ways organizations manufacture, transport, communicate, and keep track of information, human resource management must ensure that the organization has the right kinds of people to meet the new challenges. 

• maintaining this may include development of training programs, recruitment of people with new skill sets, and establishment of rewards for such behaviors as teamwork, flexibility, and learning.
  

Job analysis

the process of getting detailed information

is the prerequisite for job design

You must first understand what a job entails before you can effectively design or change it.

Job design

defining how work will be performed and the tasks that a given job requires.

precedes job analysis

Training

a planned effort to enable employees to learn job-related knowledge, skills, and behavior. For example, many organizations offer safety training to teach employees safe work habits. 

Development

involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. 

• often focus on preparing employees for management responsibility. 

• Likewise, if a company plans to set up teams to manufacture products, it might offer a ___________ program to help employees learn the ins and outs of effective teamwork.

Training/development

________ is a short-term, role-specific process to teach employees current job-related skills, while _________ is a long-term, broader process that prepares employees for future roles and career growth.

Training focuses on immediate job performance, whereas development focuses on the individual's overall growth and capabilities, including leadership and strategic thinking. 

 performance management

The process of ensuring that employees’ activities and outputs match the organization’s goals is called ___________ __________

The activities of ___________ ___________ include specifying the tasks and outcomes of a job that contribute to the organization’s success. Then various measures are used to compare the employee’s performance over some time period with the desired performance. 

basic ways to manage performance

rewards are offered to encourage good performance

The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance

Planning Pay & Benefits

how much direct or performance related compensation will be paid to the various jobs within the organization. Also must decide what benefits will be offered to employees and how much cost will be shared by employees

Administering Pay & Benefits

Need to keep track of how much employees earn in both direct and indirect benefits. There are many laws that need to be followed related to pay (like you have to provide healthcare to ur employees if you have a business with employees).

preparing and distributing employee handbooks

way that HR maintains positive employee relations:

detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization’s intranet. Preparing these communications may be a regular task for the human resource department

 handle communications from employees

way that HR maintains positive employee relations:

Employees turn to the HR department for answers to questions about benefits and company policy. If employees feel they have been discriminated against, see safety hazards, or have other problems and are dissatisfied with their supervisor’s response, they may turn to the HR department for help. Members of the department should be prepared to address such problems. (open lines of communication are key!)

Negotiating

way that HR maintains positive employee relations:

________ union contracts and maintaining communication with union representatives

workforce analytics

Employee data helps companies identify future leaders, determine which types of workers excel in certain roles, and see where hiring needs are highest. To support this, many organizations use human resource information systems.

They may engage in ________ ________, using quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

evidence-based HR

the collection and use of data to demonstrate that human resource practices have a positive influence on the company’s profits or key stakeholders (employees, customers, community, shareholders). 

This practice helps show that the money invested in HR programs is justified and that HRM contributes to the company’s goals and objectives.

organization’s stakeholders

Success at sustainability comes from meeting the needs of the _________ ____________

• typically include shareholders, the community, customers, and employees. 

Sustainable organizations

___________ ___________ meet their needs by minimizing their environmental impact, providing high-quality products and services, ensuring workplace safety, offering fair compensation, and delivering an adequate return to investors. 

• Sustainability delivers a strategic advantage when it boosts the organization’s image with customers, opens access to new markets, and helps attract and retain talented employees.

long term planning

In an organization with a sustainable strategy, HR departments focus on employee development and empowerment rather than short-term costs, on ____ _____ ________rather than smooth turnover and outsourcing, and on justice and fairness over short-term profits.

Corporate Social Responsibility

A company’s commitment to meeting the needs of its stakeholders. 

Sustainability

Ability to profit without depleting resources, including employees, natural resources, and support of surrounding community

Supervisors involvement in HRM

1. help define jobs

2. forecast HR needs

3. Provide training

4. interview (and select) candidates

5. appraise performance

6. recommend pay increases and promotions

7. communicate policies

8. motivate, with support from pay, benefits, and other rewards

large

In ______ organizations, HR departments advise and support the activities of the other departments

small

In _______ organizations, there may be an HR specialist, but line supervisors carry out many HR activities.

supervisors

Organizations depend on _________ to help them determine what kinds of work need to be done (job analysis and design) and how many employees are needed (HR planning).

Supervisors typically interview job candidates and participate in the decisions about which candidates to hire. 

Right of free consent

right of employees that HR managers shouldn’t violate:

People have the right to be treated only as they knowingly and willingly consent to be treated. An example that applies to employees would be that employees should know the nature of the job they are being hired to do; the employer should not deceive them

Right of privacy

right of employees that HR managers shouldn’t violate:

People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. One way an employer respects this right is by keeping employees’ personal records confidential

Right of freedom of conscience

right of employees that HR managers shouldn’t violate:

People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. A supervisor who demands that an employee do something that is unsafe or environmentally damaging may violate this right if the task conflicts with the employee’s values. (Such behavior could be illegal as well as unethical.)

Right of freedom of speech

right of employees that HR managers shouldn’t violate:

People have the right to criticize an organization’s ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. Many organizations address this right by offering hot lines or policies and procedures designed to handle complaints from employees

Right to due process

right of employees that HR managers shouldn’t violate:

If people believe their rights are being violated, they have the right to a fair and impartial hearing. As we will see in Chapter 3, Congress has addressed this right in some circumstances by establishing agencies to hear complaints when employees believe their employer has not provided a fair  hearing. For example, the Equal Employment Opportunity Commission may prosecute complaints of discrimination if it believes the employer did not fairly handle the problem.

greatest good for greatest number

standard that can be used to assess whether practices are ethical:

HRM practices must result in the greatest good for the largest number of people.

respect for basic human rights

standard that can be used to assess whether practices are ethical:

Employment practices must respect basic human rights of privacy, due process, consent, and free speech. 

fair and equitable

standard that can be used to assess whether practices are ethical:

Managers must treat employees and customers equitably and fairly