intro to hrm and shrm

human resource management

it is a formal systems designed to manage people in the organization

1. human resource strategy and planning

2. compliance

3. talent management

4. training and development

5. performance management

6. total rewards

7. safety and health

8. employee and labor relations

HRM is compared to a pinwheel wherein the management of people in an
organization is at the center of eight functional areas of human resource work

human resource strategy

identifies and manages current and future needs to achieve organizational goals

strategy

depends on great human resource planning, identifying current and future needs

• A. Strategy is an extension of mission, a bridge between the organization and its environment.

• Goals are a statement of desired outcomes towards which effort is directed.

• Actions are the most important things that need to be done to reach goals

three core elements to a strategic hr plan

HR Planning

is a link between human resource management and an organization’s
strategic plan which goal is ultimately to improve organizational performance
through HR activities.

compliance

is doing what is asked or required by national and local government
in the management of people

talent management

are the integrative processes to attract, motivate and retain
productive and engaged employees.

training and development

it is about the betterment people and performance
through information they will use

performance management

is the processes we use to ensure the organization
connects mission with the work of employees

total rewards

are the financial and non-financial tools used to attract, motivate
and retain employees

safety and health

it is about ensuring the safety, health, and welfare and
security of people at work

employee and labor relations

focuses on the relationship of employees with
the organization and with each other.

hr supervisors

engage in managing human resources, and their
effectiveness depends in part of the ability to understand principle of HR
management

core competency

is a unique capability that creates a high value for a company.

human capital

it is not just people in the organizations, it also involves what individuals contribute to organizational achievements; it is define as the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization workforce)

1. physical

2. financial

3. human assets

4. intellectual property

organizational assets

productivity

in its most basic sense, it is a measure of quantity and
quality of work done, considering the cost of the resource used

customer service

both— and quality efforts can significantly affect organization effectiveness making them key areas that HR can emphasize when developing employees as core
competencies (focusing on customer needs)

organizational culture

it consists of the shared values (deeply embedded
in organizations and affect how their members view themselves) and beliefs
that give members of an organization meaning and provide them with rules
for behavior

strategic

• linking human resource strategy with organizational mission and the
  work of people in organization.

• focus on future, organization’s plans (focus on business realities)

• formulation of business strategies

• contributing to the success of organizations

• having a seat at the table (HR as an strategic business partner )

• devising and implementing strategy.

operational

• - managing functional human resource activities and serving an
  ‘employee champion.’

• identify and implement programs and policies (cooperates with various
  managers)

• tactical activities, how work gets done

• compliance, processing resolutions

• support the strategies of the organization

administrative

• - record keeping, process administration and compliance efforts.

• processing information and record keeping

• reputation of telling what cannot be done

• often lower-level aides

• transformation with use of technology and outsourcing

1. costs

2. skills

3. globalization

4. diversity

5. gender

6. age

7. technology

challenges of hr

human resource competencies

• -are the combination of observable and measurable knowledge skills abilities and
  personal attributes that contributes to success.
  -the Society for Human Resource Management, develop a model.

strategic human resource management

• -Managing employees strategically is a lot like looking for the right tool for the job, the different practices used to carry out the primary HR activities are managers tools.

• These practices may actually be knowledge, skills or abilities but are nonetheless tools that we use to accomplish organizational goals through the management of HR

1. Distributive Justice

2. Procedural Justice

3. Interactional Justice

issues of justice in HRM

distributive justice

it is the fairness of what individuals receive from
companies in return for their efforts

procedural justice

focuses on whether the processes that are used that
affect employees are viewed as fair

interactional justice

how employees feel they treated by their managers and supervisors in everyday interactions