Human Resource Management Overview

Human Resources Disciplines

• HRM disciplines include legal environment (EEO, diversity), staffing, training & development, employee/labor relations, compensation & benefits, safety/security, ethics/sustainability, and people analytics.
• Four critical dependent variables are productivity, employee engagement, turnover, and absenteeism.

Organizational Strategy

• Organizational strategy involves creating, evaluating, and implementing decisions to achieve long-term success.

External Factors

• Key external factors include customers, competition, suppliers, labor force, shareholders, society, technology, the economy, and government.

Workflow Analysis

• Workflow analysis studies the flow of work (inputs, activities, outputs) through an organization.
• The four M's of workflow analysis are machines, materials, manpower, and money.
• Five major analysis methods are questionnaires, interviews, diaries, observation, and subject matter expert (SME) panels.

Job Characteristics Model

• Four key job characteristics are skill variety, task identity & significance, autonomy, and feedback.

HR Forecasting

• HR forecasting estimates future human resource supply and demand.
• Forecasting methods include quantitative forecasting, trend analysis, ratio analysis, and regression analysis.

Recruiting Considerations

• Policies for recruiting (internal/external), sources, and potential results.

Internal Recruitment

• Methods include open, targeted, or closed recruitment and promotable ratings, with advantages & disadvantages.

External Recruitment

• Process of seeking employees from outside the firm.

Uniform Guidelines on Employee Selection Procedures (UGESP)

• A set of guidelines for fair and legal employee selection practices.

Training Process

• Steps in the training process are assessment, setting objectives, selection of training methods, implementation, and evaluation.

Needs Assessment

• Process of identifying and prioritizing employee learning needs.

Performance Appraisal Process

• Steps include job analysis, communication standards & measurement methods, formal performance appraisals & occasional coaching, and conducting formal performance appraisals.

Performance Appraisal Methods

• Methods include ranking, graphic rating scales, behaviorally anchored rating scales (BARS), narrative methods, management by objectives (MBO), and critical incidents.

Evaluation Methods

• Levels of evaluation include reaction, learning, behavior, and results.

Success Measures

• Common success measures include return on investment (ROI), employee satisfaction, and customer satisfaction.

Employee Development Methods

• Methods include formal education, experience (job rotation), employee assessments, psychological assessments, and emotional intelligence assessments.

Onboarding

• A strong onboarding program can retain employees, improve company culture, and increase a new hire's cultural fit.

Emotional Intelligence

• Key concepts include self-awareness and self-management.

Active Listening

• Active listening involves intently listening to others and responding appropriately.

Recruiting

• Recruiting develops a pool of qualified job applicants.

Labor Market

• The labor market refers to the external pool of job candidates.

Internal Recruiting

• Identify qualified candidates from current employees.

External Recruiting

• Identify candidates from outside the organization.

Realistic Job Preview (RJP)

• Provides a realistic overview of job requirements, including both positive and negative aspects.

Yield Ratio

• Calculates the percentage of applicants progressing through the hiring process.

AI Limitations

• AI is currently unable to analyze speaking voices.

Black-Box Technology

• Recruiting software where the weighing of various results is unclear.

Digital Divide

• The digital divide may produce unintentional discrimination in recruitment.

Message-Sending Process

• Steps include developing rapport, stating the objective, transmitting the message, checking understanding, and getting a commitment.

Feedback

• Feedback is the receiver's response to a message.

Paraphrasing

• Rephrasing a message in your own words.

Retentive Listening

• Understanding and remembering the message.

Questionnaire

• A written set of questions for employee satisfaction.

Faces Scale

• A job satisfaction measure using facial expressions.

Pulse Surveys

• Short, single-question surveys for quick feedback.

National Labor Relations Act (NLRA)

• Guarantees workers' rights to collective bargaining and sets labor-management relations rules.

Labor Management Relations Act

• Prevents unfair union practices and allows for right-to-work laws.

Labor Management Reporting and Disclosure Act

• Aims to reduce corruption in labor unions.

Worker Adjustment and Retraining Notification Act (WARN)

• Requires 60 days' notice prior to plant closings or layoffs.

Conflict Management Styles

• Forcing, collaborating, compromising, avoiding, accommodating.

Compensation

• Total of employee pay and benefits.

Compensatory Selection Model

• Allowing an applicant to do poorly on one test but offsetting it with high performance on other tests.

Conceptual & Design Skills

• Evaluating situations, finding solutions, deciding to implement solutions, and making decisions.

Construct Validity

• Measuring theoretical concepts that can't be directly observed.

Corporate Social Responsibility (CSR)

• Duty to meet all stakeholder needs.

Cost Center

• A department that does not produce revenue or profit.

Criterion-Related Validity

• Ability of tests to measure related factors.

Critical Incidents Method

• Documenting positive and negative employee behaviors.

Data Analytics

• Analyzing large datasets to understand trends.

Defined-Benefit Plan

• Retirement plan with a specific benefit amount.

Delayering

• Reducing the vertical levels in an organizational hierarchy.

Disparate Impact

• Unintentional discrimination.

Disparate Treatment

• Intentional discrimination.

Divergent Thinking

• Finding multiple solutions.

Economic Value Added (EVA)

• Profit exceeding capital costs.

Employee Assistance Program (EAP)

• Programs to help employees with work/personal problems.

Employee Engagement

• Job satisfaction, ability to perform, willingness to contribute.

Wage Compression

• Starting wages exceeding historical norms, reducing gap between experienced and new employees.

Fair Labor Standards Act (FLSA) Benefits

• Prohibits child labor and mandates overtime pay.

FLSA Exempt Workers

• Restaurant servers, fishing guides, boat salespeople.

FLSA Violation Penalties

• Willful violations of FLSA exemption rules may not have $15,000 penalties and imprisonment.

Comparable Worth Laws

• May decrease the gender pay gap, but not necessarily an advantage.

HR Staffing Specialty

• Managing the full recruiting process.

HR Labor Relations Specialty

• Measuring and evaluating employee engagement and satisfaction.

HR Organizational Success

• Empathizing with employees and involving them in solutions improve organizational success.

HR Business Skills

• Analyzing financial statements.

HR Conceptual Skills

• Understanding organizational operations.

HR Interpersonal Skills

• Developing effective relationships for communication and teamwork.

Talent Acquisition

• Modern HR actively seeks talent.

Performance Management

• Social media has improved performance management efficiency.

HRM Data & Analytics

• Data analysis is currently lacking in many organizations.

Knowledge Workers

• A lack of knowledge workers is a significant problem for organizations.

Cost Leadership Strategy

• Hiring technical workers with improved efficiency to lower costs.

Differentiator Strategy (HRM)

• Recruiting adaptable employees to innovate and create new processes.

SWOT Weakness

• A lack of experienced workers is identified in a SWOT analysis.

Organization Vision

• A vision is not a specific, detailed plan; instead, vision describes what an organization wants to become.

Organizational Structure (Centralization)

• A high level of centralization means that decisions are primarily made by the executive leadership team.

Organizational Structure (Organic)

• Employees likely contribute to organizational projects even if they are outside their typical job duties.

Organizational Culture (Assumptions)

• Deeply ingrained beliefs within the organization are considered assumptions.

Bureaucratic Organization & Training Programs

• Bureaucratic organizations often have specific, tailored training programs designed by HR.

OUCH Test

• Fair employment practices, like applying a rule consistently are vital elements of OUCH test principles.

Consistent Effect

• Valid testing procedures ensure that tests measure essential job functions' abilities.

Constructive Discharge

• Constructive discharge is not when a company acts against an employee for reporting discrimination.

#MeToo and HR Changes

• The #MeToo movement has prompted organizations to implement stricter protocols against sexual harassment.

Knowledge Workers

• Organizations need skilled employees who can adapt and innovate processes.

Talent Sourcing Strategies (External Factors)

• External influences such as the labor force impact sourcing strategies.

Organizational Vision

• Defining what the organization wants to become.

Society (Influence on Business)

• Acceptable business practices are determined by society.

Cost Leadership Market Strategy (Example)

• Selling furniture at a low price point and requiring customers to assemble products represents a cost-leadership market strategy.

I-9 Form

• Employees must complete the I-9 form to verify their identity and authorization to work in the U.S.

Recruitment Platform (Facebook)

• Utilizing social media to reach a large national talent pool benefits recruitment.

Job Specification Update

• Updated job specifications align the hiring process with the position's requirements.

Social Work Environment

• Updating the hiring process reflects a diverse candidate appeal and social environment.

Employment Liability (Negligent Hire)

• The organization employing the negligent hire is principally liable under the circumstances presented.