HR Planning and Ethical Behavior

HR Planning

• HR planning is essential for understanding future employee needs.
• Employee compensation includes direct (salary, bonuses) and indirect (benefits, training) components.
• Implicit HR objectives include improved productivity, quality of work, legal compliance, and ethical behavior.
• HR managers contribute to productivity through work organization and design.
• Moral philosophy involves principles, rules, and values guiding decisions about right and wrong.

Ethical Behavior

• A culture of ethical behavior is fostered through positive environments, ethical hiring, training, modeling, ethical codes, and open communication.
• Major trends influencing work environments are increased competition, HR cost/benefit considerations, productivity changes, rapid change pace/complexity, workplace dysfunction systems, and societal trends.
• Organizational culture is a system of shared beliefs and values guiding behavior.
• Top management values shape organizational culture and strategy.

HR Knowledge & Roles

• HR generalists provide guidance and support on human resource matters.
• HR specialists manage specific HR functions.
• Organizations need business and industry knowledge (strategic planning, financial statements, sales/marketing/production, data processing).
• SWOT analysis assesses internal strengths/weaknesses and external opportunities/threats.
• HR departments need to act as change agents.

Ethical Theories

• Ethical theories are categorized as consequentialist and deontological.
• Deontological theory uses rules to determine right from wrong, regardless of consequences.
• Consequentialist theory judges right or wrong based on the consequences of actions.

HR Change Initiatives

• Top management support is crucial for HR change initiatives.
• Employee engagement refers to employees' emotional commitment to the organization.
• HR fosters diversity and inclusion through policies and respect.
• Performance management creates an environment where employees meet company goals to the best of their ability.
• Succession planning ensures smooth transitions for key roles.

Workforce Development

• Workforce development enhances employee skills for current and future roles.
• Employment-at-will allows employers to terminate without consequences (generally).
• Employment-at-will exceptions include public policy, implied contract, and good faith.
• Implied contracts can arise from statements, handbooks, or procedures.

Diversity and Inclusion

• A diverse workforce fosters creativity and innovation.
• Diversity encompasses differences between people, while inclusion involves welcoming people and respecting their value as a team member.
• Laws like the Civil Rights Act prohibit discrimination based on race, color, religion, sex, and national origin.
• The Age Discrimination in Employment Act protects workers over 40.
• Religious discrimination is treating someone unfavorably due to religious beliefs.

Human Resource Planning

• Forecasting methods include statistical (linear regression, multiple regression, productivity/staff ratios, time series analysis, stochastic analysis) and judgmental methods (managerial estimates, Delphi technique, nominal grouping).
• HR planning phases include developing data, setting objectives, programming, and control/evaluation.
• Supply methods include succession planning and replacement planning.
• Demand forecasting might use time series analysis or statistical methods (linear/multiple regression).
• Attraction/reduction programs affect the organization's staff through the implementation of internal strategies.

Recruitment and Selection

• Recruitment generates applicant pools meeting legal and social needs.
• Effective recruiting uses organizations Web sites and other sources.
• Selection assesses applicant qualifications and determines the best fit.
• Job matching systems use job profiles and candidate profiles.
• Reliable selection instruments are consistent and stable.
• Valid selection instruments measure what they are designed to.

Training and Development

• Employee training corrects skill deficiencies, while development prepares employees for future roles.
• The ADDIE model (Analyze, Design, Develop, Implement, Evaluate) guides training program development.

Promotion and Transfer

• Promotion policies prefer employees with ability and potential.
• Unions may emphasize seniority for transfers/promotions.
• Job rotation allows employees experience broad responsibilities.
• Job postings announce open positions to all employees.