MHA 701 notes

In what year was HR's name change most evident?

1980's

HR typically reports to

-CEO
-COO

Why is the CEO preferred

-Strengthens department.
-preserves independence.
-Limits conflicts for interest.
-Avoid inner-department conflict.

Effectiveness of HR depends on

CEO attitude

Workflow IS interrupted (Line or Staff)

Line

Line of authority includes

- All subordinate supervisors
- All rank & file employees

HR is likely to advocate for employees, provide resources for people problems, resolves disputes, places high priority on protecting privacy, stress training & development.
- Relatively common in hospitals

Counseling Model

HR employees are viewed at powerless, activities and procedures are specified by contract and performed automatically.
- common in unionized organizations

Industrial Relations Model

HR personnel are seen as expert resources, HR services are determined by demand.
- Typically found in larger organization

Consulting Model

HR's primary strength and reputation comes from its knowledge and expertise concerning legislation, HR is viewed as a bureaucracy.
-Advantage: expertise and ability to negotiate contracts, monitor contract compliance and address grievances.

Legal Model

This HR model supports decentralization of HR, line managers
perform many tasks typically reserved for personnel, may result in
inconsistency in the application of practices.
Drawback: HR may have no particular strategic outlook or
involvement in long range planning.

Management Model

HR departments are organized according to

Organizational Expectations

Common areas of HR specialization include

-Employment.
- compensation/benefits.
-Employee Relations -Training/development.

Human Resources is often shortened to.

HR

HR may be referred to as

A function denoting a subunit within a larger organization

HR started as an employment office that

-Relieved managers of responsibility for hiring.
-Freed up manager's time.

Before HR bundled activities related to people this was known as

Personnel

Before personnel office there was an..

Employment Office

Before formal employment office ___________ did the hiring?

Managers

Employment office came into being due to

Growth and accumulation of tasks

What are the two significant activities pertaining to the employees
and their needs?

- Employment
- Payroll

Fringe Benefits

Added forms of compensation, created to
entice workers to stay with their employers.

Statutory Benefits

-Benefits that an employer is required
by law to provide.
- Social Security.
-short term disability .
-workers comp.

National Labor Relations Act (1935)

Provides legal protection to labor unions and made task of organizing workers easier.

Paymaster

Responsible for paying employees as assigned
by business units to departments.

After all paymaster's were grouped together they were called

Payroll

Examples of Union Related Activities

- Conduction negotiations.
- Administering a contract.
- Running anti-organizing campaign.

Responsibilities for complying with legal requirements related to
union were assigned to

Personnel

In the 1960's the personnel department was responsible for

-Record keeping
-Compensation/benefits
-Labor relations

1964 personnel department became more complex by.

Introducing academic training programs with specialized education development.

Because HR does not generate revenue it is regarded as

Second Class

The title Human Resources reflects..

The diversity of duties (human) and importance (resources) of its contribution to an organization.

why is finance an ultimate resource?

It leads to acquiring both material and human resources.

Why was HR's names caged?

To reflect the stasis of the work performed.

Hoey (1987) describes the trend of the name change as

"An excellent example of corporate pomposity"

Line

-Perform work
-Creates revenue & products

Staff

-Facilitate work
-Supports Line departments
-rarely generates revenue

Workflow is not immediately interrupted (Line or Staff)

Staff

HR department exists to

Provide advice, guidance, assistance, and appropriate according to the mission of the organization.

HR exists for processing and filing papers, maintaining records, tracking stats and key dates, and administering benefit plans.

Clerical Model

HR has substantial power, source is charisma top manager and key staff, managerial decisions made only after HR clearance.
-uncommon in American organizations
-other departments feel stifled

Control Model

Primary HR role is to acquire data, maintain records, and file required reports. Personnel perform routine task, process paperwork, comply with regulations, provides steady pool of prospective employees & meet needs of current &
retired employees.

Alternative Clerical Model

HR employees are well versed in finance, max attention to HR cost, attention paid to indirect compensation costs.
-Hazard: placing financial matters above all other employee issues.

Financial Model

This HR model supported by rising level of education and the general
sophistication of employees & their expectations, promotes human
values, primary focus is the individual employees with development
and care planning emphasized, enhancing working life enhances
overall effectiveness of organization.

Humanistic Model

This HR model assumes that disciplines such as psychology, social
psychology, sociology, and organizational behavior provide the
foundation for most HR activities.
-Frequently used when designing performance review systems

Behavioral Science Model