Human Resource Management & Diversity v7
Human Resource Management & Diversity
Course: C483: Principles of Management
Instructor: Andy Doren, DM
Institution: WGU College of Business
Strategic Human Resources Management
Definition of HRM
Human Resources Management (HRM): Formal systems focused on managing people within organizations.
Human Capital
Refers to the economic value of employees' knowledge, skills, and abilities.
Job Analysis
Tool used to determine job functions and necessary qualifications.
Job Description
Details essential tasks, duties, and responsibilities associated with a particular job.
Job Specification
Outlines the skills, knowledge, and abilities required for a job.
Overview of the HR Planning Process
Planning Process
Stages: Planning, Programming, Evaluating
Involves:
Strategic organizational planning.
Environmental scanning for HRM.
Demand forecasting and labor market analysis.
Recruitment and selection processes.
Key Components
Productivity, technology, internal and external labor supply, turnover, training, and performance appraisal.
External factors include economics and legislation.
Job Design Models
Herzberg’s Two-factor Theory
Divides job satisfaction into hygiene factors (workplace characteristics) and motivators (aspects providing job meaning).
Hackman and Oldham Model
Outlines variables influencing job design and employee motivation.
The Selection Process
Key Components of Selection:
Applications and Résumés
Reference Checks
Drug Testing
Cognitive Ability Tests
Performance and Integrity Tests
Interviews
Background Checks
Personality Tests
Managing Diversity
Importance of managing a diverse workforce:
Acknowledge common characteristics while treating employees as individuals.
Support and leverage employee differences to benefit the organization.
Issues in the Modern Workplace
Gender: Challenges like women's rights, sexual harassment, and LGBT issues.
Cross-cultural Communication: Barriers due to cultural and language differences.
Religion in the Workplace: Prohibition against discrimination based on religious beliefs.
Multiple Generations: Strategies for integrating older employees and addressing generational communication challenges.
Competitive Advantage through Diversity and Inclusion
Benefits of Diversity
Attracts and retains motivated employees.
Enhances perspectives for market differentiation.
Leverages creativity and innovation in problem-solving.
Improves organizational flexibility.
Challenges of Diversity and Inclusion
Issues faced include:
Unexamined assumptions.
Mistrust leading to lower cohesiveness.
Communication barriers.
Stereotyping problems.
Major HR Legislation
Fair Labor Standards Act (1938)
Governs minimum wage and employee classifications (exempt vs. nonexempt).
Enforced by the Department of Labor.
Equal Pay Act (1963)
Prohibits pay discrimination based on gender.
Enforced by the EEOC with potential fines and damages.
Title VII of Civil Rights Act (1964)
Prohibits discrimination in employment based on various characteristics.
Executive Orders 11246 and 11375 (1965)
Established equal opportunity requirements for federal contracts.
Age Discrimination in Employment Act (1967)
Protects employees over 40 from age-based discrimination.
Americans with Disabilities Act (1990)
Mandates modifications for disabled employees and prohibits discrimination.
Family and Medical Leave Act (1991)
Provides for unpaid leave for certain family and medical needs.
Guidelines for Diversity Training
Training Objectives
Training: Equip employees with knowledge for their current jobs.
Development: Enhance broad managerial skills for future roles.
Awareness Building: Increase sensitivity toward valuing diversity and understanding biases.
Skill Building: Provide tools to navigate diversity issues effectively in the workplace.
Conclusion
Thank you for your attention.
Website: www.wgu.edu
Institution: WGU College of Business