Human Resource Management: Core Tasks, Legal Frameworks, and Compensation Strategies

Human resource management

The set of organizational activities directed at attracting, developing, and maintaining an effective workforce.

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Attracting a quality workforce

Talent acquisition through human resource planning, employee recruitment, and employee selection.

Developing a quality workforce

Talent development through employee onboarding and orientation, training and development, and performance management.

Maintaining a quality workforce

Talent retention through career development, work-life balance, compensation and benefits, retention, turnover, and labor-management relations.

Person-job fit

The extent to which an individual's knowledge, skills, experiences, and personal characteristics are consistent with the requirements of their work.

Person-organization fit

The extent to which an individual's values and behavior are consistent with the culture of the organization.

Human resource analytics

Employee data for insights helpful to human resource management.

Psychological contracts

The set of individual expectations about the employment relationship.

Title VII of the Civil Rights Act of 1964

Equal Employment opportunity (EEO): The requirement that employment decisions be made without regard to sex, race, color, ethnicity, national origin, able-bodiedness, or religion.

Bone fide occupational qualifications (BFOQs)

Employment criteria justified by the capacity to perform a job.

Age Discrimination Employment Act of 1967

Laws protecting against discriminations: EEO; restricts mandatory retirement.

Human resource planning

Analyzes staffing needs and identifies actions to fill those needs.

Job analysis

Exactly what is done in a job and why.

Job description

Details the duties and responsibilities of a job holder.

Job specifications

Lists the qualifications required for the job.

Reliability

Means that a selection device repeatedly gives consistent results.

Validity

Means that scores on a selection device have a demonstrated correlation.

Selection process

4 Steps: Screening applicant information, Interview or site visit, Employment testing, Preemployment checks.

Behavioral interviews

Ask job applicants about past behaviors.

Situational interviews

Ask job applicants how they would react in specific situations.

Onboarding

Familiarizing new hires with the organization's mission and culture, their jobs and co-workers, and performance expectations.

Training and development

Includes job rotation, coaching, and mentoring.

Trait based performance assessment

Graphic rating scale: a checklist of traits or characteristics to evaluate performance.

Behaviorally anchored rating scale (BARS)

Specific descriptions of actual behaviors to rate various levels of performance.

Results based performance

Rank ordering and forced distribution of employees based on performance.

Critical incident technique

Keeps a lot of employees effective and ineffective job behaviors

Recency Bias

The tendency to overemphasize behaviors recent behaviors when evaluating performance

Compensation

Includes merit pay, bonus pay, profit sharing, employee stock ownership, and stock options.

Direct compensations

Base wage salary and incentive pay.

Indirect compensation

Benefits required by law and benefits not required by law.