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Introduction to Human Resource Management

• Processes include planning, organizing, staffing, leading, and controlling
• Outsourcing is not one of the primary functions
• The manager is responsible for achieving organizational goals by managing the efforts of its people through planning, organizing, staffing, leading, and controlling
• Planning involves establishing goals and standards, developing rules and procedures, and forecasting

Management Roles

• Organizing includes delegating authority to subordinates and establishing channels of communication, departments and coordinating the work of subordinates
• Controlling requires managers to set standards such as sales quotas, quality, standards, or production levels and corrective action is taken to improve
• Leading involves motivating subordinates to get others to get the job done; maintaining morale, and tasks

Authority

• Human resource managers exert line authority within their department by directing the activities of the people in the department
• Human resource managers exert staff authority outside their department when assisting and advising line managers in areas like recruiting, hiring, and compensation
• Compensation managers develop compensation plans and handle employee benefits programs

Human Resource Activities

• They include managing compensation, orienting new employees, appraising employee performance, and developing commitment with personnel training
• HR generalists in embedded HR teams are assigned directly to a department to provide localized human resource management assistance
• Corporate HR teams assist top management in top-level issues such as developing the personnel aspects of the company's long-term strategic plan

Human Capital

• Human Capital is the combined knowledge, skills, and abilities of a firm's workers
• Contemporary workforce is shifting from manual workers to knowledge workers

Workforce

• On-demand workers are freelancers and independent contractors who work when they want and when the company needs them
• The current trend affecting HR involves differences in rates of unemployment and inability of companies to find candidates is unbalanced workforce
• Use of gaming features to enhance training and performance appraisal is trending in human resources that involve listing open positions, as well as workers telecommuting, and providing employee laptops

Evidence Based Management

• It involves using data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies
• Small firms have line managers that may carry out personnel tasks unassisted
• Large firms of have 100+ employees require human resource specialists

Authority and Responsibility

• The functions that a lineworker performs include assisting and advising staff
• Line managers are responsible for maintaining department morale, controlling labor costs, and protecting employees' health
• Yuki is a recruiter when working in the local community, she maintains contacts while attempting to search for qualified job applicants

Personnel Planning and Recruitment

• First step is deciding what positions to fill by personnel planning and forecasting
• Marcus is working on personnel planning in the current workforce when deciding what positions the firm has to offer in the next six months
• An employee in succession planning is deciding how to fill executive positions at an organization

Workforce Management

• Also known as (or employment or personnel) planning, although most firms use the term succession planning when determining how to fill top management positions
• Trend analysis helps to recognize the needs of future staffing in the workforce
• It is done to assess what companies and people the future workforce will need to be

Ratio Analysis

• The number of salespeople needed is four million in sales divided by the $800,000 generated by each salesperson indicates that five extra salespeople should be hired by Newton
• Skills inventories hold manual records with employees education, career and development, and training for inside candidates

Considerations for internal postings

• Skills inventories are used by managers when determining which employees should be promoted or transferred when assessing performance records
• Providing internal training, implementing job rotation and offering global assignments are methods used to ensure the workforce can continue to be developed at high levels
• Outsourcing is when an employee is considering contracting the work with another business

Recruiting and Hiring

Potential employees and recruitment is necessary for the development of applicants.

Internal Hiring

• Hiring from within an organization can trigger a loss of motivation for candidates who are overlooked for positions
• The questions that hiring managers must ask to establish a baseline skill level for Maria’s ability include the skillset of potential candidates
• Outside applications and ads are common when outside the Intranet job postings that are designed for internal candidiates

Hiring needs

• Skills are the most important factor when deciding how to advertise a position
• Agencies should also be avoided in filling similar positions
• Working as a contingent worker allows the highest levels of flexiblity

Referrals

• They allow companies to receive realistic previews about potential candidates
• Organizations that make a public offering tend to be legitimate, as they offer employees something to show to potential candidates
• HR should provide an accurate description as well as a specific method of assessing candidates

Reliability

• A high quality position for applicants is having consistent ratings as a demonstration of ability
• Validity is similar, as it is the rate of applicants that qualify as a result
• There should be tests to confirm and back-up skills and interviews

Abilities

• The range of specific duties that a task requires to be performed
• Both mental and physical jobs are relevant to establishing the performance of applicants

Personality

• Conscientiousness, neuroticism and extraversion

Measuring Applicants

• Miniature job training refers to the approach that assumes that a person performs in certain jobs
• In contrast, if workers fall short of expectations, there is always information that indicates there is a job analysis to improve, as well as improve the work ethic

The Workforce

• When an employee is working to the best of their abilities for the betterment of the company
  • Job analysis helps to collect the specific types of individuals to assess, and what requirements make a top performer

Job-Analysis Considerations

• Working conditions are specifically something not typically addressed , as job descriptions rather than the jobs
• Organizational charts show the organization of the division of tasks required and the titles of positions that are required
• The computerization of tasks has shown a positive increase for organizations to work to their potential
• It’s best to confirm the validity of workers to their role when evaluating employees

Job Specifics with Evaluation

• Job rotation refers to the idea of moving staff to maximize benefit within the organization
  • Having staff in different roles will help to demonstrate their individual traits, if any fall short, improvements can always me made

Assessment Basics

• Conducting the analysis is not the sole part of the specialist

Feedback Process

• Employees should ensure that they are performing to there maximum by setting and encouraging maximum output

Evaluation basics

• When there are many individuals in position, workers with similar titles should continue to work to analyze what positions with sample duties will have the highest impact
• Workers need to act in certain ways to show that they are competent
• The final product is then analyzed for value in the form of behavior assessments

Interview Process

• Interviews should be done methodically and be prepared to evaluate an individuals ability
• Employees need to be well behaved and have an assessment before being considered for the position
• Interviewers must record all information, and evaluate the positions to make improvements

Hiring

• Employees require a certain ability to show value and be accountable to the task
• It must be transparent for employees to communicate to their colleagues
• Those that are being consulted for the task must also be given feedback as they need to communicate their insights
• The overall accountability must be the most important, as this factor is the most relevant on an individual basis

Evaluation basics

Employees require certain duties and expectations to improve

Job Aspects

• There are other components to the job like position , working title, and duties and responsibilities
• Reviewing reports can fall short of expectations and improve a position Making the most or a highly engaged workforce
• Having the best of a job often means making considerations
• Employees must be able to see there maximum potential and be happy in their position
• Coercion falls to be as valuable as a proper education when an employee performs well with experience
• Proper reviews will showcase that employees can meet the best of the standards that are asked of them

Job Evaluation Factors

• A well written expectation will maximize expectations and allow better quality assessment
  • Understanding individual positions may give insight at higher levels
  • Proper job description will help in the future if a lawsuit will need to be addressed
• Understanding your organization will result in having the lowest number of issues and be more effective
  • Establishing the current state of your situation will allow the company to thrive in the best most productive position for all workers
• The summarization of a job will be best assessed and accounted through a regular job description