Fundamentals of Human Resource Management

organization

A group of people who work together to achieve some specific purpose

Manager

Someone who coordinates and oversees the work of other people so that organizational goals can be accomplished

managing

To perform five basic functions: planning, organizing, staffing, leading, and controlling.

5 basic functions

1.Planning

2.Organizing

3.Staffing

4.Leading

5.Controlling

Human Resource Management

the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals

Personal Aspects of Management

Conducting

Planning

Selecting

Orientating

Managing

Providing

Appraising

Communication

Training

Building Employee Relations

Personal Mistakes to Avoid While Managing

Employees not doing their best.

Hiring the wrong person for the position.

High Turnover

Legal Ramifications from discriminatory actions.

Unsafe Company Practices

Lack of training undermining performance.

Unfair labor practices.

Line and Staff Aspects of HRM

Recruiting

Interviewing

Selecting

Training

Line vs. Staff Authority

Line: the responsibility to make decisions and issue orders down the chain of command

Staff: The responsibility to advise and assist other personnel

Line Authority

authority that entitles a manager to direct the work of an employee

Staff Authority

the right to advise, but not command, others who are not subordinates in the chain of command

Line Managers' HRM Responsibilities

Placing the right person to the right job.

Starting new employees.

Training employees.

Improving job performance for each employee.

Gaining cooperation & developing smooth relationship.

Interpreting the company policies & procedures.

Controlling Labor Costs.

Developing the abilities of each person.

Creating & Maintaining departmental morale.

Protecting employees health & physical conditions.

Human Resource Department

Recruiters

EEO Reps

Job Analysts

Compensation Managers

Training Specialists

Labor Relations Specialists

Recruiters

maintain contacts within the community and perhaps travel extensively to search for qualified job applicants

EEO Representatives

Investigate, resolve, examine and compile grievances and potential violations and reports.

Job Analysts

collect and examine detailed information about job duties to prepare job descriptions

Compensation Managers

develop compensation plans and handle the employee benefits program

Training specialists

plan, organize, and direct training activities

Labor Relations Specialists

Advise management on all aspects of union-management relations.

New Approaches to organizing HR

Corporate HR Teams

Embedded HR Teams

Centers of Expertise

Corporate HR teams

Assist top management in top-level issues such as developing the personnel aspects of the company's long-term strategic plan.

Embedded HR teams

Have HR generalists assigned to functional departments like sales and production. They provide selection and other assistance the department needs.

Center of Expertise

Specialized HR consulting Firms within the company.

Trends Influencing HRM

Workforce diversity trends

Technology & Workforce trends

Globalization & Competition trends

Economic Challenges

Economic & Workforce projections

Gig worker

An individual who is hired to complete a single project, often via a website or mobile app that helps match workers with employers.

service jobs

jobs in which a person makes a living by providing a service for other people

More Globalization means

more competition = more pressure to be world class.

Economic Workforce Projections

*Unemployment rate

*Slow-growing labor force

*Aging population

*Unbalanced labor force

Technology Trends

Talent Analytics

Human Capital

Talent analytics

Using Statistical techniques, algorithms, problem solving to identify relationships among data for the purpose of solving data.

human capital

Employee skills and experience gained by education and training that increase the economic value for employers.

HR department lever

Ensure HR Management function is delivering its services effeciently

Employee cost lever

HR Managers take role in advising top management about the companies staffing levels, setting & controlling the firms comp, incentives and benefits.

strategic results lever

HR manager puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals

evidence-based HR management

uses actual scientific data and information on which approaches really work to make management decisions, proposals, practices & conclusions

EX: actual measurements, existing data, research studies.

high performance work system

A set of human resource management policies and practices that promote organizational effectiveness

Adding value

helping the firm and its employees improve in a measurable way as a result of the human resource manager's actions

EX: boosting profits & performance

employee engagement

an individual's involvement with, satisfaction with, and enthusiasm for the work he or she does

Strategic HR Management

Formulating and executing HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims

Workforce planning

Process an organization uses to analyze its current base of employees and determine steps it must take to prepare for future skill and labor needs.

Flexible Work Arrangements

Sustain the environment by reducing commuting

performance appraisal

The evaluation of employees' job performance and contributions to their organization.

Employee Relations

Maintaining a safe, healthy, and productive work environment for all employees.

Other Sustainable Approaches

Orientation - socializing new employees

Philosophy - fostering a respectful work environment

Incentive System- motivate employees

Safety / Health - Eliminating unsafe conditions

Ethics

The principles of conduct that govern a group or society. Specifically the standards you use to decide what your conduct should be.

Leadership / Navigation

The ability to direct and contribute to initiatives and processes within the organization.

Ethical Practice

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

business acumen

The ability to understand and apply information with which to contribute to the organization's strategic plan.

relationship management

The ability to manage interactions to provide service and to support the organization.

consultation

The ability to provide guidance to organizational stakeholders.

Critical Evaluation

The ability to interpret information with which to make business decisions and recommendations.

Global and Cultural Effectiveness

The ability to value and to consider the perspectives and backgrounds of all parties in global business.

Communication

ability to effectively exchange information with stakeholders

Basic Functional HR Areas

Talent Acquisition & Retention

Employee Engagement

Learning & Development

Total Rewards

Structure of the HR Function

Organizational Effectiveness & Development

Workforce Management

Employee Relations

Technology & Data

HR in the Global Context

Diversity & Inclusion

Risk Management

Corporate Social Responsibilities

U.S Employment Law & Regulations

Business & HR Strategy

Equal Pay Act of 1963

Law that prohibits wage discrimination on the basis of age, race, sex, ethnicity, and so on.

Title VII of the Civil Rights Act of 1964

Forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship

Equal Employment Opportunity Commission (EEOC)

a federal agency designed to regulate and enforce the provisions of Title VII

Office of Federal Contract Compliance Programs (OFCCP)

The office is responsible for implementing the executive orders; ensuring compliance of Federal Contractors (EXEC ORDERS)

Age Discrimination in Employment Act of 1967

Prohibits discrimination against workers over the age of 40 and restricts mandatory retirement

Vocational Rehabilitation Act of 1973

The act requiring certain federal contractors to take affirmative action for disabled persons.

Pregnancy Discrimination Act of 1978

- amended the civil rights act of 1964

- prohibits employers from discriminating against workers based on pregnancy

employers who have short term disability programs must provide paid disability leave for pregnancy and childbirth

Federal Agencies

They adopted uniform guidelines for employers, hot to validate a selection procedure

Griggs v. Duke Power Company

Landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job

Protected Class

Persons such as minorities and women protected by equal opportunity laws, including Title VII

Albermarle Paper Company v. Moody

Supreme Court case that clarified the methodological requirements for using and validating tests in selection

Civil Rights Act of 1991

amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits

Disparate Impact

Unintentional discrimination involving employment practices that appear to be neutral but adversely affect a protected class of people.

Disparate Treatment

intentional disparity between the proportion of a protected group and the proportion getting the job

Americans with Disabilities Act (ADA)

The act requiring employers to make reasonable accommodations for disabled employees; it prohibits discrimination against disabled persons.

Qualified individual with a disability

a person with or without reasonable accommodation, can perform the essential functions of the job that person desires or holds

Reasonable Accommodation

an employer's obligation to do something to enable an otherwise qualified person to perform a job

Employer's Defense

Employer can offer either a nondiscriminatory motive for the action

ADA guidelines

-Do not deny a job to a disabled person if the person is qualified & able to perform the essential job functions

- Make a reasonable accommodation unless doing so would result in undue hardship.

-Know what you can ask applicants. You may not make preemployment inquiries about a persons disability. You may ask questions about the persons ability to perform essential job functions

- Itemize essential job functions on the job descriptions.

- Do not allow misconduct or erratic performance even if linked to a disability

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Employers are generally required to reinstate employees returning from military leave to positions comparable to those they had before leaving

Genetic Information Nondiscrimination Act (GINA)

Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance.

State and Local Equal Employment Opportunity Laws

All States & many local governments prohibits employment discrimination, many cover employers not covered by federal legislation

Religious Discrimination

discrimination against a person because of his or her religion or religious practices

sexual discrimination

discrimination in employment and opportunity against a person (typically a woman) on grounds of sex.

Vietnam Era Veteran's Readjustment Act of 1974

Requires affirmative action in employment for veterans of the Vietnam War era

sexual harassment

comments, gestures, or physical contacts of a sexual nature that are deliberate, repeated, and unwelcome

Who is more at risk?

minority women are more at risk. Women experience more than men, minorities experience more than whites.

Sexual Harassment Conditions

1. Condition of individuals employment

2. Submission to or rejection of conduct.

3. Unreasonable interferes with work performance.

Proving Sexual Harassment

- Quid pro quo

- Hostile environment created by supervisors

- Hostile environment created by coworkers or nonemployees

quid pro quo

something given in exchange or return for something else

More on sexual harassment

-Supreme court decision

-implications

-prompt & reasonable care

-gender-based differences

-not reporting

What can employers do?

1.Speak to harasser and their boss, stating that the unwanted overtures should cease.

2.Inform their own supervisor

3.If the problem does not cease, file written reports with the harassers managers/HR

4.If the letters and appeals to the employer do not suffice, the accuser may file with the EEOC

Big Current influences

-Social Media

-Same -Sex Marriages

- Affirmative Actions

-Disabled Workers

-Rehabilitation

adverse impact

occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class

Examples of Adverse Impact

-Disparate Treatment

-Disparate Impact

-Center Role of Adverse Impact

-Disparate Rejection Rates

-Standard Deviations

-Restricted Policy

-Population Commissions

-Workforce Analysis

-Utilization Analysis

Center Role of Adverse Impact

example where 80% whites and only 20% minority passed a test

disparate rejection rates

shown by comparing application rejection rates for minority and non-minority groups. 4/5 Rule

standard deviation

difference between the # of minority candidates we would have expected to hire and whom we actually hired should be less than two.

Restricted Policy

demonstrating that the employer's policy intentionally or unintentionally excluded members of a protected group

population comparisons

Compares the percentage of minority/protected group and white workers in the organization with the percentage of the corresponding group in the labor market

Workforce Analysis

Analyze the data regarding the firms use of protected vs. nonprotected employees in the company's various job classifications

Utilization Analysis

the process of comparing the percentage of minority employees in a job (or jobs) at the company with the number of similarly trained minority employees available in the relevant labor market

McDonnell Douglas Test

is used as the basis for establishing a prima facie case of disparate impact discrimination

McDonnell Douglas Test 4 Steps

1.Applicant is a member of a protected class.

2.Applicant was qualified.

3.Applicant was turned down.

4.Firm continued to seek other applicants with the same qualifications.

Bona Fide Occupational Qualification (BFOQ)

Requirement that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to the organization's normal operation. EX: Religion, Gender, National Origin

Business Necessity

Justification for an otherwise discriminatory employment practice, provided there is an overriding legitimate business purpose.