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