HR Management Concepts

Introduction to Human Resource Management

• Human Resource Management (HRM) is vital to all managers, concerning activities like hiring, training, and development.
• HRM is a separate function aimed at achieving results through people.
• Effective HRM can make up for inadequate plans and organization

Management Process

• Managing involves five basic functions: planning, organizing, staffing, leading, and controlling to represent the management process.
• Planning involves setting goals and standards, developing rules and procedures, and creating plans and forecasts.
• Organizing involves assigning tasks, establishing departments, delegating authority, and coordinating work.
• Staffing involves determining the type of people to hire, recruiting, selecting, setting standards, compensating, evaluating, counseling, and training employees.
• Leading means getting others to do the job, maintaining morale, and motivating subordinates.
• Controlling involves setting standards, checking performance, and taking any needed corrective action.

Key Concepts and Techniques

• Concepts and techniques include conducting job analyses, planning labor needs, recruiting, selecting, and orienting employees.
• Additional techniques are managing wages, providing incentives, appraising performance, communicating, training, developing managers, and building employee relations.
• Managers should be aware of equal opportunity, affirmative action, employee health and safety, and labor relations.

Importance of HRM to All Managers

• HRM is important to all managers to avoid personnel mistakes, improve profits and performance, manage HR tasks, and address HR for small businesses.
• Avoiding mistakes involves hiring the right people, training effectively, and preventing discriminatory actions.
• A third of large U.S. businesses surveyed appoint non-HR managers to be their top human resource executives.

Line and Staff Aspects of Human Resource Management

• Authority is the right to make decisions, direct work, and give orders.
• Managers differentiate between line and staff types of authority.

Line and Staff Managers

• Line authority gives the right to issue orders.
• Staff authority gives the right to advise others in the organization.
• Line managers typically manage crucial departments like sales or production
• Staff managers typically run advisory or supportive departments like HR.
• Human Resource managers are usually staff managers who assist and advise line managers in areas such as recruiting, hiring, and compensation.

Line Manager's HR Responsibilities

• Responsibilities include placing the right person in the right job and starting new employee orientation.
• The direct handling of people is part of every line manager's duties.
• Effective human resource management includes training employees, improving job performance, gaining creative cooperation, and interpreting policies.

The Human Resources Department

• In small organizations, line managers handle all personnel duties.
• Larger firms use a separate HR staff for assistance, specialized knowledge, and advice.
• Typical HR jobs include recruiters, EEO coordinators, job analysts, and compensation managers.
• Also included are training specialists, and labor relations specialists

New Approaches to Organizing HR

• Reorganizing the HR function involves how it is organized and delivers HR services
• Employers use shared services, corporate HR teams, embedded HR teams, and centers of expertise.
• Many employers are changing how they organize their human resource functions.

Trends Shaping Human Resource Management.

• Trends include workforce demographics, how people work, performance improvement, globalization, economic, and technological trends.
• The workforce is becoming more diverse with more women, minorities, and older workers.
• Work has shifted from manufacturing to service jobs

HRM as a Profit Center

• Value-added HR practices can improve employee performance and company profitability.
• HR is evolving into a profit center by improving customer service and adapting to performance.
• Globalization involves companies extending sales, ownership, and manufacturing to new markets abroad.

Economic & Technology Trends

• The Gross National Product (GNP) boomed between 2001 and 2007, followed by economic downturns around 2007-2008.
• Technology characterized by digital technologies drives the transfer of functionality from HR professionals to automation.

HR Technology Trends

• Digital technologies driving HR automation include social media (Twitter, Facebook, LinkedIn), and mobile applications
• Additional technologies include gaming, cloud computing, and data analytics also known as talent analytics.
• Employers use data analytics to identify solutions

Today's New Human Resource Management.

• Contemporary human resource management is now involved in long-term strategic issues.
• Strategic human resource management formulates and executes HR policies to achieve strategic aims.
• Strategic human resource management requires employee competencies and behaviors the company needs.

HR and Evidence Based Management

• Evidence-based HRM means using data, analytics, and studies to support HR proposals, decisions, and practices.
• To measure evidence actual measurements (such as, how did the trainees like this program?) is used
• Other methods of measurements existing data such as, what happened to company profits after we installed this training program?
• Research studies such as, what does the research literature conclude about the best way to ensure that trainees remember what they learn? are also used
• High-performance work systems produce superior performance by implementing sets of human resource practices.

HR and Adding Value

• Adding value involves improving the firm and its employees in a measurable way through HRM.
• Today's employers want HR managers to add value by boosting profits and performance.

HR and Performance and Sustainability

• HR measures companies in terms of maximizing profits, and environmental in addition to social performance.
• PepsiCo aims to achieve business success with sustainability – financial, human, environmental, and talent.

HR and Employee Engagement

• Employee engagement refers to being psychologically involved in, connected to, and committed to one's job.
• Engaged employees are connected with work tasks and work hard to accomplish their task-related goals.
• Employee engagement is important due to driving performance.

The New Human Resource Manager

• SHRM has a competency model called the SHRM Body of Competency and Knowledge that itemizes what a New HR manager should be able to do and basic functional areas of HR
• SHRM says HR must have command of the basics: talent acquisition, employee engagement, training, total rewards, and structure of the HR function.
• A new HR manager should be able to exhibit leadership, ethical practice, business acumen, relationship management, consultation, and communication skills.

The Skills of the New HR Manager

The new HR manager must operate effectively, carry out HR aspects, and provide a safe work environment

• HR managers can use HR Certifications to show they have mastered contemporary HR.
• Organizations HR and ethics refer to HR that refer to standards someone should use to decide his or her conduct should be.
• HR managers need technical expertise and and HR philosophy, based on their experiences, education, and values.

Explore evidence-based HRM, employer goals, and PepsiCo's initiatives. Understand employee engagement, SHRM competencies, and HR certifications. Learn about strategic planning and relationship management for HR.