HR MANAGEMENT

Managing Organizations

• Managing organizations involves overseeing the core reasons for their existence: aligning the right people with the right roles.

Key Determinants of the Employee-Employer Relationship

• Right to Hire/Select Employees: The authority to choose and engage employees.

• Payment of Wages and Salaries: Compensating employees for their services.

• Power of Dismissal: Authority to terminate employees or impose disciplinary actions.

• Right-of-Control Test: The ability to dictate the means and methods of accomplishing work.

Four-Fold Test Doctrine

• Originated from Viaña vs. Al-Lagadan: Employers maintain control over both the outcome and the method of accomplishing tasks, establishing an employer-employee relationship.

Economic Reality Test

• Examined in Sevilla v. Court of Appeals: Highlights economic conditions to better understand the employer-employee relationship.

• Focuses on the worker's economic dependence on the employer for their livelihood.

Two-Tiered Test

• Power to Control: Ability to dictate means and methods.

• Economic Realities: Understanding the fundamental economic aspects of the relationship.

Human Resource Management (HRM)

• HRM is an integral process comprising:

  • Recruitment: Employing the right individuals.

  • Training: Developing employee skills.

  • Compensation: Establishing fair pay structures.

  • Retention Strategies: Keeping talent within the organization.

Importance of HRM

• Facilitates organizational success by ensuring employees are well-equipped and motivated, which in turn drives business results.

Human Resources Function

• Recruitment and Selection: Onboarding new employees.

• Performance Management: Evaluating employee performance.

• Learning and Development: Providing training and growth opportunities.

• Compensation and Benefits: Rewarding employees appropriately, both monetarily and non-monetarily (e.g., promotions).

• Labor and Employee Relations: Addressing employee wellness and disciplinary matters.

• Communications Management: Managing information flow within the organization.

• Organization Development: Facilitating change management within businesses.

Business Environment Changes

• Shift from a Stable to Unstable Environment: Highlighting the need for HR to adapt to evolving market conditions.

• Changing perceptions of the customer: From 'Victim' to 'King/Queen'.

Potential Business Issues

• Hiring mismatches leading to high turnover rates.

• Failure to optimize employee performance and unnecessary legal disputes.

SHRM Value Proposition

• Highlights the significance of effective manpower management, ensuring productivity while minimizing waste and accidents.

• Ensures a motivated workforce capable of achieving quality outputs.

Evolution of HR Discipline

• Transition from Personnel Management to Human Resource Management (HRM): Emphasizing comprehensive employee management encompassing growth and development.

HR Roles (Dave Ulrich's Framework)

• Strategic Partner: Aligning HR strategies with business goals.

• Administrative Expert: Improving operational efficiency in human resource processes.

• Change Agent: Leading transformation initiatives within the company.

• Employee Champion: Advocating for employee needs and contributions.

HR Responsibilities

1. Staffing: Complete hiring process.

2. Policy Development: Establishing fair workplace policies.

3. Rewards Administration: Maintaining competitive compensation structures.

4. Retention: Keeping talented employees engaged.

5. Talent Development: Ensuring continuous skill development.

6. Legal Compliance: Staying abreast of employment laws to protect the organization and workers.

7. Worker Protection: Ensuring safety and well-being of employees.

Job Analysis and Classification

• Job Evaluation: Methodology to determine the worth of jobs internally and externally to ensure equitable compensation.

• Job Analysis Process includes gathering and structuring information about job components.

Job Classification Categories

1. Grade Level: Salary grades based on job responsibilities.

2. Job Family: Grouping jobs by their similarity in tasks.

3. Exemption Status: Differentiating between exempt (salaried) and non-exempt (hourly) positions.

Essential Components of Job Descriptions

• Job Title: Identifies the position.

• Brief Summary: Outlines job responsibilities and functions.

• Work Activities: Details specific tasks involved.

• Job Context: Describes the work environment and conditions.

• Performance Standards: Criteria for evaluating employee effectiveness.

• Job Competencies: Required skills and qualifications for the role.

Talent Acquisition Process

1. Planning: Identify job needs and skills required.

2. Recruitment and Sourcing: Attracting suitable candidates.

3. Screening and Selection: Choosing the best-fit applicants.

4. Placement: Finalizing the hiring process and moving candidates into roles.

Importance of Ethics in HRM

• Upholding ethical standards is crucial for maintaining professionalism within HR roles, ensuring properly managed relationships with employees and compliance with laws.

Common Ethical Challenges

• Navigating conflicts of interest, confidentiality breaches, and maintaining a professional standard of conduct.

Corporate Culture Understanding

• Corporate culture is formed by the collective behaviors, values, and norms established within the organization.

Efforts to Fight Corruption in HR

• Establish ethics codes and promote transparency.

• Encouragement of ethical behavior across all levels of management to cultivate trust and accountability.

Conclusion

• Effective management of human resources is vital for organizational success, requiring ongoing attention to recruitment, development, and ethical practices in the workforce.