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Human Resource Management

Human Resource

  • the people that an organization employees to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards
  • Wages vs Salaries
    • Wages: employees paid by the hour
    • fast food crew
    • no work, no pay
    • blue collar workers
    • Salaries: employees have a fixed day; 2x a month pay
    • white collar workers
    • finished college

Human Resource Management

  • the comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce in ways that contribute to organizational effectiveness

Different Managerial Activities

  • 2 areas
    • Human Resource Management Area
    • Organizational Job Design: defining how tasks, authority systems will be organized and integrated across organization units and individual jobs
      • make organization more efficient and agile
      • what positions and responsibilities?
    • Human Resource Planning: determining the organization’s major human resource needs, strategies, and philosophies
    • Selection and Staffing: matching people and their career needs and capabilities with jobs and career paths
      • recruiting and choosing someone for the job
    • Human Resource Information Systems: assuring a personnel information base
      • analyzing data
    • Compensation or Benefits: assuring compensation and benefits fairness and consistency
      • Challenge: should design attractive compensation structure of a company
    • Employee Assistance: providing personal problem solving, counseling to individual employees
      • EAP: started in the US during Industrial Revolution (150s - 1960s)
      • helping employees and their families (counseling)
      • Now: needs assessment for employee’s issues
    • Union or Labor Relations: assuring health union or organizational relationships
      • collective bargaining agreement
      • leader negotiates for everyone (benefits)
      • Challenge: in between union and management
      • protecting both the employees and the organization
      • should find the balance
    • Human Resource Development Area
    • make sure that employees have growth when employed
    • Individual Development: identifying assessing and -- thought planned learning -- helping develop the key competencies (KSAOs) which enable individuals to perform current or future jobs
      • training for growth (individual)
    • Career Development: organized, planed efforts comprised of structural activities of processes which result in a mutual career plotting effort between employees and organizations
      • training for growth in career of individuals
    • Organizational Development: assuring healthy inter- and intra-unit relationship and helping groups inflate and manage change
      • macrolevel
  • Human Resource Areas Outputs
    • quality work life
    • productivity
    • HR satisfaction
    • HR development
    • Readiness for change

Major HR Functions

  • Training and Development

    • Competencies: pertains to all characteristics needed to be successful in performing a particular job
    • skills, knowledge, abilities, and other characteristics

  • Organizational Development

  • Career Development

  • Human Resource Planning

  • Performance Management: ensuring that organizational, departmental, and individual goals are consistently being met in an effective and efficient manner

    • employee is observed and evaluated for performance

  • Selection and Staffing

  • Compensation and Benefits

  • HR Information Systems

  • Union Labor Relations

Responsibilities of HR Departments

  • Analysis and Design of Work
    • work analysis, job design, job descriptions
  • Recruitment and Selection
    • Recruiting: job postings, interviewing, testing, coordinating use of temporary labor
    • Interviewing: varies in different companies
    • Testing: advantage of psychometrician
  • Training and Development
    • orientation, skills training, career development programs
  • Performance Management
    • performance measures, preparation and administration of performance appraisals, discipline
    • Performance Appraisal: supervisor and managers evaluate and we make sense of the data
  • Compensation and Benefits
    • wage and salary distribution, incentive pay, insurance, vacation leave administration, retirement planes, profit sharing, stock plans
    • Stock Plans: employees are part owners of the company
    • Employee Relations
    • attitude surveys, labor relations, employee handbooks, company publications, labor law compliance, relocation and outplacement services
      • Labor Law Compliance: to advise the company, must know all about the laws
  • Personnel Policies
    • policy creation, policy communication
  • Employee Data and Information Systems
    • record keeping, HR information systems, workplace analytics
  • Compliance with Laws
    • policies to ensure lawful behavior, reporting, posting information, safety inspections, accessibility accommodations
    • Safety Inspections: each company must have at least 1 safety officer
  • Support for Strategy
    • Human resource planning and forecasting, talent management, change management