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.