MGMT-410:HUMAN RESOURCES MANAGEMENT (CH 1)

Chapter 1 MANAGING HUMAN RESOURCES

Human Resource Management (HRM)

policies, practices, and systems that influence employees’ behavior, attitudes, and performance.

Human Resource Management (HRM)?

make sure the organization has the right people, with the right skills, in the right jobs to achieve business goals.

Job Analysis

detailed information about the JOB

Job Design

defining the way work will be performed and task given for the job

Recruitment

seeks applicants for potential employment

Selection

identifies applicants with the necessary knowledge, skills, and abilities and other charactherics that will help the organizstion

Training

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.

Performance Management

Tracking results

Compensation & Benefits

Pay, insurance, perks.

Employee Relations

Solving problems.

Compliance with Laws

Labor standards, safety, and discrimination.

HR isn’t just paperwork; it helps create?

competitive advantage.

Human Capital

Seen as assets that add value, not just costs

Human Capital

Employees’ knowledge, skills, and abilities (KSAs)

Human Capital

HR’s role is to invest in and protect human capital (training, experience, judgment, intelligence, relationships, and insight).

Human Capital

The concept of HRM implies that employees are resources of the employer! (so they are the assets of the company)

Sustainable Competitive Advantage

An organization is better than its competitors at something and can maintain that advantage over a sustained period of time

High-Performance Work System

A combination of technology, organizational structure, people, and process all work together to give an organization a competitive advantage. (Skilled people)

Hr Product Lines

•Administrative services/transactions

•Business partner services

•Strategic partner

Administrative services/transactions

hiring, record-keeping, payroll.

Business partner services

helping implement strategy

Strategic partner

aligning HR with business goals.

Compliance with Labor Laws

Responsibilities of HR Department (Specific Responsibilities)

Job Analysis & Job Design

Recruitment & Selection

Training & Development

Performance Management

Compensation & Benefits

Employee Relations

Personnel Policies

Workforce Analytics

HR Planning

Identifying the numbers and types of employees the organization requires to meet its objectives.

Talent Management

Systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers

Evidence-based HR

Collecting and using data to show human resource practices have a positive influence on the company’s bottom line or key stakeholders

Managing change

Sustainability

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

Stakeholders

Parties with an interest in the success. Typically includes shareholders, community, customers, and employees.

Top Qualities Employers Look For

•Problem-solving skills

•Teamwork skills

•Written communication skills

•Leadership skills

•Strong work ethic

Ethics

Fundamental principles of right and wrong

Ethical behavior

Consistent with those principles

Many ethical issues in the workplace involve HRM

Employee Rights

•Free Consent

•Privacy

•Freedom of Conscience

•Freedom of Speech

•Due process

Free Consent

You should know job expectations before accepting. (Example: If HR didn’t tell you lab work involved chemical handling, that would violate free consent.)

Privacy

Employee health info must be kept confidential. (Example: If someone shared your eye exam results with coworkers, that would break privacy.)

Freedom of Conscience

Employee health info must be kept confidential. (Example: If someone shared your eye exam results with coworkers, that would break privacy.)

Freedom of Speech

Employees can voice concerns. (Example: Speaking up if lab machines felt unsafe.)

Due Process

Fair investigation before discipline. (Example: If accused of damaging glasses, you should get a chance to explain before being punished.)

Standards for Ethical Behavior

•Mutual benefit in relationships

•Responsibility for company actions

•Purpose employees value

•Fairness