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