Human Resource Management Module 1 PDF

HUMAN RESOURCE MANAGEMENT MODULE 1 (1.1) Virinici V. Martinez, MPA  ”GREAT VISION WITHOUT GREAT PEOPLE IS IRRELEVANT.” JAMES C. COLLINS WHAT IS HUMAN RESOURCES? Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies r...

HUMAN RESOURCE MANAGEMENT MODULE 1 (1.1) Virinici V. Martinez, MPA  ”GREAT VISION WITHOUT GREAT PEOPLE IS IRRELEVANT.” JAMES C. COLLINS WHAT IS HUMAN RESOURCES? Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. THE ROLE OF HRM STAFFING Staffing involves the entire hiring process from posting a job to negotiating a salary package. Every organization has policies to ensure fairness and continuity within the DEVELOPMENT OF organization. One of the jobs of HRM is to WORKPLACE develop the verbiage surrounding these POLICIES policies. In the development of policies, HRM, management, and executives are involved in the process. COMPENSATION Compensation includes anything the AND BENEFITS employee receives for his or her work. ADMINISTRATION THE ROLE OF HRM RETENTION Retention involves keeping and motivating employees to stay with the organization. Compensation is a major factor in employee retention, but there are other factors as well. TRAINING AND Once we have spent the time to hire new employees, we want to make sure DEVELOPMENT they not only are trained to do the job but also continue to grow and develop new skills in their job. DEALING WITH LAWS AFFECTING Human resource people must be aware of all the laws that affect the workplace EMPLOYMENT THE ROLE OF HRM WORKER Safety is a major consideration in all organizations. Oftentimes new laws PROTECTION are created with the goal of setting federal or state standards to ensure worker safety. COMMUNICATION Good communication skills and excellent management skills are key to successful human resource management as well as general management. AWARENESS OF the HR manager needs to consider the outside forces at play that may affect the EXTERNAL FACTORS organization. Outside forces, or external factors, are those things the company has no direct control over;  1.Development of a staffing plan. This plan allows HRM to see how many people they should hire based on revenue expectations. STAFFING 2. Development of policies to encourage multiculturalism at Within the staffing work. Multiculturalism in the workplace is becoming more function, there are four and more important, as we main steps: have many more people from a variety of backgrounds in the workforce.  3. Recruitment. This involves finding people to fill the open positions. STAFFING 4. Selection. In this stage, people will be interviewed and Within the staffing selected, and a proper compensation package will be function, there are four negotiated. This step is main steps: followed by training, retention, and motivation.  DEVELOPMENT OF WORKPLACE POLICIES In the development of policies, HRM, management, and executives are involved in the process. For example, the HRM professional will likely recognize the need for a policy or a change of policy, seek opinions on the policy, write the policy, and then communicate that policy to employees Some examples of workplace policies might be the following: Discipline process policy Vacation time policy Dress code Ethics policy Internet usage policy COMPENSATION AND BENEFITS ADMINISTRATION HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects. PAY SICK LEAVE HEALTH BONUSES BENEFITS VACATION TIME RETIREMENT PLAN  TRAINING AND DEVELOPMENT Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention. JOB SKILLS TRAINING ON POLICY AND LEGAL TRAINING, SUCH AS COMMUNICATION/ TRAINING, SUCH AS HOW TO RUN A TEAM-BUILDING SEXUAL PARTICULAR ACTIVITIES HARASSMENT COMPUTER TRAINING AND PROGRAM ETHICS TRAINING  DEALING WITH LAWS AFFECTING EMPLOYMENT Human resource people must be aware of all the laws that affect the workplace. An HRM professional might work with some of these laws: ￭ Discrimination laws ￭ Health-care requirements ￭ Compensation requirements such as the minimum wage ￭ Worker safety laws ￭ Labor laws WORKER PROTECTION It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards. Worker protection issues might include the following: Chemical hazards Heating and ventilation requirements Use of “no fragrance” zones Protection of private employee information COMMUNICATION +24K Employee communication refers to the exchange of information, ideas, feelings and feedback between employees and management within an organization. Effective 1 employee communication fosters a positive work environment, facilitates employee engagement, helps build trust and drives productivity. Communication channels make employees feel valued and respected, boosting morale 2 and engagement. This in turn keeps employees committed and motivated, leading to higher job satisfaction, increased productivity and, hopefully, increased retention. An employee communication strategy also uses feedback to create dynamic and responsive employee experiences across multiple channels. reased productivity and, 3 hopefully, increased retention.  AWARENESS OF EXTERNAL FACTORS External factors might include the following: 1.Globalization and offshoring 2.Changes to employment law 3.Health-care costs 4.Employee expectations 5.Diversity of the workforce 6.Changing demographics of the workforce 7.A more highly educated workforce 8.Layoffs and downsizing 9.Technology used, such as HR databases 10.Increased use of social networking to distribute information to employees EXAMPLE For example, the recent trend in flexible work schedules (allowing employees to set their own schedules) and telecommuting (allowing employees to work from home or a remote location for a specified period of time, such as one day per week) are external factors that have affected HR. HRM has to be aware of these outside issues, so they can develop policies that meet not only the needs of the company but also the needs of the individuals. KEY TAKEAWAYS Capital includes all resources a company uses to generate revenue. Human resources or the people working in the organization are the most important resource. Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In this book, each of these major areas will be included in a chapter or two. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, THANK YOU FOR LISTENING!