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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

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

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