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.

This quiz covers the fundamentals of HR planning and the promotion of ethical behavior in the workplace. Explore the roles and responsibilities of HR managers in understanding future employee needs and fostering a culture of ethics within an organization. Assess your knowledge on key trends affecting HR practices and organizational culture.