Managing Human Resources Concepts

Managing Human Resources

• Organization - a group with formally assigned roles working towards a common goal. Organizations have structures with varying positions.
• Manager - responsible for achieving organizational goals by managing personnel. Managers employ five core functions: planning, organizing, staffing, leading, and controlling.
• Planning - setting goals, standards, rules, procedures, plans, and forecasts. Includes establishing a clear mission and vision.
• Organizing - assigning tasks, creating departments, delegating authority, establishing communication channels, and coordinating the work of subordinates.
• Staffing - determining hiring needs, recruiting candidates, selecting employees, evaluating performance, compensating employees, and conducting employee training and development.
• Leading - motivating and directing employees to complete tasks while maintaining morale.
• Controlling - setting performance standards, monitoring actual performance, and taking corrective action when necessary.
• Line Managers - directly supervise subordinates, responsible for completing organizational tasks.
• Department Chairs - manage advisory or support departments, such as purchasing and human resource management (HRM).
• HR Managers - assist and advise line managers in recruitment, hiring, compensation, and other HR matters.

HRM is Important for Managers

• Avoiding Personnel Mistakes:
  • Hiring the wrong person.
  • Facing high employee turnover.
  • Experiencing legal consequences due to discriminatory actions.
  • Employee injuries due to unsafe practices.
  • Reduced department effectiveness due to lack of training.
  • Committing unfair labor practices.
• Improving Profits and Performance:
  • Ensures results by leveraging human resources effectively.
  • Fosters employee engagement leading to improved productivity.

New Approaches to Organizing HR

• Many companies "reengineer" their HR processes by leveraging online and social media platforms for recruiting.
• Adoption of "shared services" arrangements involves centralized HR teams supporting all departments with specialized HR support, facilitating efficient use of HR resources.

Trends in Jobs People Do

• Shift from Manufacturing to Service: Two-thirds of the U.S. workforce is now involved in producing and delivering services, not products.
• On-Demand Workers: Platforms like Uber and Upwork utilize independent contractors, highlighting a trend of flexible and gig-based work.

HR and Adding Value

• Adding Value: HR departments aim to improve the firm and its employees demonstrably through strategic actions.
• Value Creation: Achieving measurable improvements through process optimization, aligning HR strategies with company goals, and fostering employee engagement.

Sustainability and Human Resource Management

• Sustainable Efforts: Companies strive for sustainability, encompassing financial performance, environmental responsibility, and social impact.
• Achieving Sustainability: Balancing financial profitability with social responsibility (employee well-being and diversity) and environmental consciousness ("green" initiatives).

Employee Engagement and Human Resource Management

• Employee Engagement: A state of psychological involvement, connection, and commitment to work tasks and goals.
• Benefits of Engagement: Highly engaged employees experience a strong sense of belonging and are more likely to perform at their best.
• Positive Impact: Companies with highly engaged employees enjoy a significant boost in revenue per employee.

Ethics and Human Resource Management

• Ethics: The principles guiding individual and group conduct, shaping decision-making and behavior.
• HR and Ethics: HR departments play a crucial role in upholding ethical standards within the organization.

The New Human Resource Manager

• Key Competencies:
  • Business Acumen - understanding financial statements and business indicators.
  • Strategic Thinking - aligning HR with company goals.
  • Change Management - adapting to shifting needs.
  • Relationship Management - collaborating with stakeholders.
  • Communication - clear and effective communication.
  • Global and Cultural Effectiveness - recognizing and respecting diverse viewpoints.
  • Leadership - inspiring and motivating others.
• Functional Expertise: HR managers must possess knowledge of the functional areas, including:
  • HR Strategic Planning
  • Talent Acquisition
  • Employee Engagement and Retention
  • Learning & Development
  • Total Rewards
  • Structure of the HR Function
  • Other specialized areas, such as compensation and benefits.