Chapter 1: Intro to Human Resource Management

Introduction to Human Resource Management

• Human Resource Management refers to the practices, policies, and systems influencing employees' behavior, attitudes, and performance.
• Managing human resources is crucial for implementing HR processes effectively.
• HRM practices should align with organizational strategies, focusing on company and HR goals.
• Key HRM practices include workforce planning, recruiting, selection, training, performance management, total rewards, and employee relations.

Important Definitions

• Human Capital refers to employees' training, experience, judgment, intelligence and it adds economic value.
• Employee Engagement means the degree of employee involvement and commitment.
• Employee Experience (EX) refers to the sum of all moments that matter between employee and employer.
• Job Analysis means the process of gathering detailed job information.
• Job Design means how work is performed and the required tasks.
• Workforce Planning means identifying the number and type of employees needed.
• Recruitment refers to seeking potential employment applicants.
• Selection means identifying applicants with necessary knowledge, skills, and abilities.
• Training refers to planned efforts to enable employees' learning.
• Development refers to acquiring knowledge and skills for new or existing job challenges.
• Performance Management means ensuring employees' activities match organizational goals.
• HR Analytics refers to using data to understand talent's role in achieving business goals.
• Talent Management refers to systematic efforts to train, develop, and engage skilled employees and managers.
• Sustainability refers to the ability to profit without depleting resources or harming the community.
• ESG (Environmental, Social, Governance) is a collection of corporate performance evaluation criteria
• Indigenizing refers to welcoming Indigenous knowledge and perspectives.
• Evidence-Based HRM refers to decisions made using credible evidence for positive outcomes.
• Organizational Agility means the ability to respond to the environment through intentional change.
• Productivity refers to the relationship between outputs and inputs.
• Non-traditional Employment refers to independent contractors, freelancers, etc.
• Outsourcing refers to having another company provide services.
• Offshoring means moving operations to countries with lower pay rates.
• Expatriates are employees on assignment in other countries.
• High-Performance Work System is where technology aligns to give advantage in a competitive environment.
• Ethics means fundamental principles of right and wrong.
• Internal Labour Force refers to an organization's workers.
• External Labour Market refers to individuals seeking employment.
• Labour Force Participation Rate means the number of employed/unemployed persons looking for work out of the total working-age.
• Knowledge Workers means employees with specialized knowledge.
• Human Resource Information System (HRIS) refers to a system used to manage an organization's human resources.
• Cloud Computing refers to storing data on remote servers via the Internet.
• Artificial Intelligence (AI) refers to technology that mimics human thinking.
• Self-Service means employees accessing HR information online.

HR and Organizational Performance

• Human resources are valuable, rare, difficult to imitate, and lack substitutes.
• This gives organizations a sustainable competitive advantage
• High-quality employees perform critical functions, but possess unique skills/knowledge
• Employee engagement maximizes potential, increasing work involvement and commitment to the organization.
• Employee experience (EX) is the sum of all moments that matter between employee and employer, playing a role in employee engagement.

HR Department Responsibilities

• Strategic partner role involves contributing to company strategy.
• Business partner services focus on developing effective HR systems.
• Administrative services handle tasks like processing tuition reimbursement.

Workforce Planning And Job Design

• Job analysis is the process for gathering detailed job information.
• Job design is the process of defining how work is performed and the tasks involved.
• Workforce planning identifies the number/type of employees needed to meet corporate objectives.

Recruitment And Hiring

• Recruitment refers to the process through which an organization seeks out potential employment candidates.
• Selection refers to the process through which an organization attempts to identify the best candidates,
• Successful candidates are considered to be those with the necessary knowledge, skills, abilities, and other characteristics that will effectively enable the organization to achieve its goals.
• Top attributes employers look for are the ability to work as part of a tem and problem solving skills.

Training And Development

• Training is a planned effort to enable employees to learn job-related skills and behaviors.
• Development involves acquiring knowledge/skills to improve abilities for various jobs.

Performance Management

• Performance Management ensures that employees' activities and outputs match the organization's goals
• Provides feedback and coaching, comparing performance to desired behaviors.

Total Rewards

• Total rewards emphasizes decision making in pay and benefits to properly incentivize workers

Employee And Labour Relations

• Maintaining positive employee and Labour Relations allows organizations to properly maintain positive and efficient employees.
• Communicating and interacting properly with one's workers will allow for smooth business operation.

HR Data And Compliance

• HRM involves careful record keeping, requiring accuracy and sensitivity to employee privacy.
• Employee-related data provides knowledge, giving organizations competitive advantage.
• HR analytics and ensuring compliance with federal/provincial legislation are also key elements.

Supervisors And Managers In HRM

• Supervisors/managers implement HR practices, and are more effective when organizational culture supports HR.

Focus On Strategies

• Key people-related risks are cybersecurity, talent attraction, workforce exhaustion, and data privacy.
• HR helps in strategy development to align HRM policies with organizational goals, focusing on the future as well as human resources operations.
• Talent management is systematically training, developing, and engaging highly skilled employees.

Environmental, Social, And Governance (ESG)

• ESG criteria includes investors and customers, as well as potential stakeholders, and their expectations for workplace diversity
• Sustainability is an organization's ability to profit without depleting resources.

Evidence-Based HRM

• Evidence-based HRM involves decisions using credible evidence to increase the positive impact probability.
• Involves big data, HR databases, financial statements, employee surveys, social networks.

Other Important HR Practices

• HR analytics analyzes data to understand the role of talent in achieving business goals.
• Organizational agility measures how a firm can respond to changes in the environment
• Productivity is the relationship between organizational outputs and inputs.
• High productivity can be achieved through mergers and acquisitions and creating a gig economy

Non-Traditional Employment

• Non-traditional employment includes utilizing independent contractors, freelancers, temporary workers, and on-call workers

A Global Workforce And Offshoring

• Offshoring can be very effective as it lowers the cost of domestic employees, though other issues may arise
• Immigration helps to address labor shortages in the work industry
• International assignments require HR expertise in selecting/preparing employees.
• Expatriates are employees on assignment in other countries

HR Professional Competencies

• The Human Resources Professionals Association (HRPA) ensures member possess up-to-date tools needed in the workforce
• Competencies: Strategy, Professional practices, Organizational effectiveness, Workforce planning, Labour relations, Total rewards, Learning and development, Health, Wellness, Safe workplace, HR metrics, Reporting, Financial management
• "Relational intelligence" enables meaningful connections and self-awareness of one's impact on others.
• Business acumen applies informational drivers to create opportunities and strategies that add value.
• "Working digitally" effectively utilizes tools to increase efficiency and connectivity within the modern workplace.

HR Professional Details

• Professional designations: CHRP, CHRL, CHRE, with knowledge, education, experience, and professional conduct.
• Self-regulation within HR profession ensures standards of practice and ethical conduct.
• Ethics involves fundamental principles of right/wrong in decision-making to treat employees fairly.

Changes In The Labour Force

• International labour force refers to the organization's workers and employees.
• Labor Force Participation Rate means the number of persons who are employed or unemploed, divided by the total working age population.

Tech Changes

• Knowledge Workers: Employees whose main contribution to the company is specialized knowledge such as knowledge of customers, a process or a proffesion
• Human resource information system (HRIS) is a computer system used to acquire store, analyze, retrieve, and distribute information related to an organization's human resources Advances in computer-related technology have had a major impact on the use of information for managing human resources