integ: iop (functions involved in HRM)

Human Resource Management

• process of managing an organization’s employees 

• Includes all aspects of people management to effectively meet an organization’s goals 

• Involves staffing, compensation, benefits, and defining/designing work

• it helps answer questions like:

  • Who should we hire?

  • How do we train employees?

  • How do we keep workers motivated and productive?

Selection and Staffing

• Process of recruitment and selection of staff

• Must consider the traits an employee must have in order to fit in the company culture

HR Planning

• Ensures that organization has the right type of person at the right time and place
  Ex. tracking down potential employees that are about to resign and train the replacement (succession planning)

• “Making sure the company has enough people to do the work now and in the future.”

Organization and Job Design

• Compliance with the organizational structure/hierarchy

• “How work and responsibilities are arranged in a company.”

• “What a person actually does in their job.”

Training and Development

Involves an organized attempt to find out training needs of the individuals

Union/Labor Relations

• Important in enhancing peace and productivity in an organization

• HR staff facilitate a healthy relationship between the admin and the union labors

Personnel Research and Information System

Continuous research to improve exchange of information through effective communication systems

Employee Assistance

Assistance programs which align to an employee’s unique character, personality, expectation, and temperament

Compensation and Benefits

Area of wages and salary administration where wages and compensations are fixed

Organizational Development

• Generating healthy interpersonal and inter-group relationship within the organization

• aims to improve organizational effectiveness, solve problems, and drive change 

• Usually involves action research

• Applies behavioral science knowledge

• Changes organization in a particular direction

• centers around planned, organization-wide effort to increase organizational effectiveness; makes use of research

Planning

setting goals, creating rules and procedures, and developing plans and forecasts

Organizing

assigning tasks, establishing departments, delegating authority, and coordinating work

Staffing

hiring, training, evaluating, and compensating employees

Leading

motivating and guiding employees to achieve goals while maintaining morale

Controlling

setting performance standards, monitoring results, and making adjustments as needed

Manager

responsible for accomplishing the organization’s goals by managing the people

Manpower Planning/Organizing

estimating the optimum number of people needed for a project

People of HRM

• Recruiters

• Equal Employment Opportunity Representatives

• Affirmative Action Coordinators

• Job Analysts

• Compensation Managers

• Training Specialist

• Labor Relations Specialist

Human Resource Development

• cultivation of an organization’s employees 

• Entails providing workers with skills and relevant knowledge that may help them grow in the workplace

• “Helping employees grow and become better at their jobs.”

• improving employees’ skills, knowledge, and abilities.

Training Development

• depends on the organization, which skills need to be developed via a training needs assessment

• process of acquiring skills, rules, concepts, or attitudes that result in improved performance

• present focused

Career Management

• Process of enabling employees to better understand and develop their skills and interests

• Providing opportunities to upgrade the self, professionally

• “How a person plans and grows their career.”

• Achieve a career path

• An employee:

  • Sets a goal to become a manager

  • Plans steps (training, promotion)

  • Tracks progress

Career Development

• Proactive, lifelong process of finding your footing and advancing your career path

• Involves setting long-term goals, exploring professional development opportunities, and gaining new work experience

• Used to be an employee-initiated task

• Involves job rotation, job enrichment, job enlargement, skills training

• “How you become better and move forward in your career.”

• Become better at the job

• An employee:

  • Attends seminars

  • Learns new skills

  • Gains experience

Career Planning

• Deliberate process through which someone becomes aware of personal skills interests, knowledge, motivations, and other characteristics

• Acquires information about opportunities, identify career-related goals, and establish action plans to attain said goals

• “Making a roadmap for your future job or career.”

• deciding what career you want and how you will achieve it.

Talent Management

• process of attracting, selecting, and retaining employees

• “Getting the best people, helping them grow, and making sure they stay in the company.”

HRD MANAGER

• Goal is to empower employees to become major assets of the company

• They provide training and opportunities for career growth

• Gained skills and knowledge will be used for the organization as a whole

HRM vs HRD

HRD vs OD

HRD vs EMPLOYEE TRAINING