Key Concepts in Human Resource Management

HR Functions

Analysis and design of work (Job analysis/description) 

Recruitment and selection  

Training and development  

Performance management  

Comp and benefits  

Employee relations  

Personnel policies  

Employee data and info systems  

Compliance with laws 

Support for Strategy  

HR Competency Model

A list of skills the employee should have and then a 1-3 scale on how they are doing.

HR Competency types

Technical (HR expertise) 

Interpersonal (Relationship management, communications, and global mindset) 

Business (consulation, analytical aptitude, and business acumen) 

Leadership (leadership and navigation, diversity, equity, and inclusion and ethical practice)

Supervisors role in HRM

Help define jobs 

Forecast HR needs 

Provide training 

Interview (and select) candidates  

Appraise performance  

Recommend pay increases and promotions  

Communicate policies  

Motivate, with support from pay, benefits, and other rewards  

High Performance Work System

An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment 

Internal labor force

An organization’s workers 

Internal labor force has been drawn from the external labor market  

External labor force

Individuals actively seeking employment  

Number and kinds of people in external labor market determine kinds of human resources available to an organization  

Trends in workforce age

55 and older is the fastest-growing workforce group

Between 16 to 24 is decreasing.

Expatriate

Employees assigned to work in another country.

Merger

Two companies become one

Acquisition

One company buys another while the original maintains some identity.

EEO

Condition where all individuals have an equal chance for employment regardless of race, color, religion, sex, age, disability, or national origin.

EEOC

Responsible for enforcing most EEO laws, including Title VII, the Equal Pay Act, and the Americans with Disabilities Act.

Title VII of CRA of 1964

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

Age Discrimination Employment Act

Outlaws hiring, firing, setting compensation rates, or other employment decisions based on a person’s age being over 40  

Vocational Rehabilitation Act of 1973

Enhances employment opportunities for individuals with disabilities.

Affirmative Action

An organization's active effort to find opportunities to hire or promote people in a particular group.

Americans with Disabilities Act 1990

Protects individuals with disabilities from discrimination in the workplace.

Reasonable accommodations

An employer's obligation to enable an otherwise qualified person to perform a job.

Equal Pay Act of 1963

Requires equal pay for men and women performing equal jobs.

OSHA

Labor Department agency responsible for inspecting employers and applying safety and health standards.

Bona fide occupational qualification

A necessary qualification for performing a job.

What is Work flow analysis?

Process of analyzing tasks necessary for the production of a product or service.

Job analysis

Provides essential knowledge for staffing, training, performance appraisal, and other HR activities.

Sources:

People who hold the job now, supervisors, external job anlysts, D O T, and O*NET 

Job design

The process of defining how work will be performed and what tasks will be required in a given job.

Job specifications

KSAOS

Knowledge= Factual or procedural info necessary for successfully performing a task  

Skill= Individual’s level of proficiency at performing a particular task  

Ability= General enduring capability an individual possesses  

Other characteristics= Job-related licensing, certifications, or personality traits 

Job description

A list of tasks, duties, and responsibilities (T D R's) that a particular job entails

Job title, brief description of the T D R’s, list of essential duties with detailed specifications of tasks involved, the phrase “and other duties as assigned” 

Job motivations

Skill variety 

Task identity 

Task significance 

Autonomy 

Feedback 

Flextime

Allows full-time employees to choose starting and ending times within a set of guidelines

Provides employees with opportunity to perform job as well as take care of personal tasks 

• Truck driver   

Job sharing

Allows two part-time employees to carry out tasks associated with a single full-time job (4 hour shift)

Allows two part-time employees to share tasks and responsibilities associated with one job 

• Fast food/ frontline worker 

Compressed workweeks

Allow employees to work 40 hours within less than 5 days, typically 10 hours per day, Monday through Thursday

Remote work (telecommuting)

Provides greater flexibility, allowing some jobs to be fully remote or hybrid, offering employees the opportunity to relocate.

International assingments

HR must select expatriates carefully and prepare them to work internationally  

Must understand and respect the cultural and business norms of the host country, while having language skills and technical ability  

What are the 4 safety hazards

Safety= hot surface, slippery floors, machines, cluttered areas, heavy lifting, heights, sharp edges, electricity, violence  

Chemical= Cleaning products, pesticides, solvents, acids, asbestos, carbon monoxide, paint 

Biological= mold, blood pathogens, bacteria, animals, insects  

Other health= Noise, extreme heat or cold, ergonomic, stressors 

What are the work flow analysis steps?

Outputs= The tangible or intangible products of any work unit  

Work proceses= Activities workers engage in to produce a given output  

Inputs= Raw materials and info, equipment, and HR (Knowledge, skills, and abilities) needed to carry out the work processes