HR CH 1 and 2 KEY NOTES

Human Resource Management (HRM)

• Role and Importance

  • Vital and strategic role in the American workplace.

  • Functions include recruiting, selection, training & development, ethics, compensation & benefits, and employee rewards.

  • HRM influences nearly every aspect of the workplace environment.

• Impact of Technology

  • Facilitates online job postings for a global applicant pool.

  • Employee compensation and benefits managed through software.

  • Training opportunities available via virtual platforms worldwide.

• Globalization Effects

  • Requires hiring multilingual individuals skilled in diverse cultural settings.

  • HRM is integral to day-to-day operations and contributes to organizational success.

Key Functions of HRM

• Strategic Planning

  • Aligning human capital strategy with business goals.

  • Collaborating with senior management to ensure proper role assignments.

• Recruitment and Selection

  • Design job descriptions and conduct job analyses.

  • Manage interview and onboarding processes to integrate new hires into company culture.

• Employee Development

  • Invests in training and skill-building initiatives.

  • Enhances employee job satisfaction, innovation, and adaptability.

• Performance Management

  • Sets performance expectations, provides feedback, and conducts evaluations.

  • Addresses underperformance and maintains organizational standards.

• Employee Relations

  • Mediates conflicts and promotes open communication.

  • Creates a positive workplace culture valuing respect and fairness.

• Compensation and Benefits

  • Develops competitive compensation packages aligned with industry standards.

  • Conducts surveys and creates salary structures to fairly reward employees.

HRM and Diversity, Equity, and Inclusion (DEI)

• HRM’s Strategic Approach

  • Manages people as valuable assets.

  • Implements practices improving productivity and satisfaction.

• Promoting DEI

  • Prevents discrimination and supports a diverse workforce.

  • Develops inclusive job descriptions and bias-free recruitment.

• Training and Development

  • Provides culturally aware training to respect all unique contributions.

• Performance Management

  • Ensures unbiased performance evaluations with clear criteria.

• Employee Relations

  • Resolves conflicts fairly, promoting open communication.

• Compensation and Benefits

  • Designs equitable compensation to attract and retain diverse talent.

Conclusion

• HRM's role extends beyond personnel management to a strategic level.

• Ensures compliance and enhances organizational culture, contributing to competitive advantage and overall effectiveness.