Chapter 1 - Overview of Human Resource Management PDF

COM 502: HUMAN RESOURCE MANAGEMENT Overview: Human Resource Management James Romulus M. Buzon, MB( HRM) Topic Outline Human Resource Management Definition HRM Practices Impact of HRM Human Resources & Company Performance Responsibilities of HR Departments...

COM 502: HUMAN RESOURCE MANAGEMENT Overview: Human Resource Management James Romulus M. Buzon, MB( HRM) Topic Outline Human Resource Management Definition HRM Practices Impact of HRM Human Resources & Company Performance Responsibilities of HR Departments Skills and Competencies of HRM Professionals HR Responsibilities of Supervisors Ethics In Human Resource Management Careers in Human Resource Management Human Resource Management (HRM) The policies, practices, and systems that influence employees’ behavior attitudes performance  Companies With Effective HRM Employees and The companies tend to customers be more innovative tend to be have greater productivity more satisfied develop a more favorable reputation in the community when… HRM Practices A Proper Demonstration of Aligned HR Practices  Human capital – an organization’s employees described in terms of their: training experience judgment intelligence relationships Insight Human Resources and Company Performance The concept of HRM implies that employees are resources of the employer. Impact of HRM Human Resources & Company Performance HRM and Sustainable Competitive Advantage An organization can succeed if it has sustainable competitive advantage. HR give organizations advantages because human resources are valuable, cannot be imitated, have no good substitutes and with needed skills and knowledge are sometimes rare.  High-Performance Work System An organization in which Human technology, organizational Resources and structure, people, and processes all work together to Company give an organization a competitive advantage. Performance  HR Product Lines Responsibilities of Human Administrative services Resource and transactions Departments Business partner services Strategic partner  Responsibilities of HR Departments Function Responsibilities Analysis and design of work Work analysis; job design; job descriptions Recruitment and selection Recruiting; job postings; interviewing; testing; coordinating use of temporary labor Training and development Orientation; skills training; career development programs Performance management Performance measures; preparation and administration of performance appraisals; discipline Compensation and benefits Wage and salary administration; incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans Employee relations Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services Personnel policies Policy creation; policy communication Employee data and Record keeping; HR information systems; workforce analytics information systems Compliance with laws Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations Support for strategy Human resource planning and forecasting; talent management; change management Sources: Bureau of Labor Statistics, “Human Resources Managers,” Occupational Outlook Handbook, 2014–2015, January 8, 2014, http://www.bls.gov/ooh; SHRM-BNA Survey No. 66, “Policy and Practice Forum: Human Resource Activities, Budgets, and Staffs, 2000–2001,” Bulletin to Management, Bureau of National Affairs Policy and Practice Series (Washington, DC: Bureau of National Affairs, June 28, 2001).  Job Analysis Process of getting detailed information about jobs. Responsibilities of Human Resource Departments Job Design Process of defining the way work will be performed and the tasks that a given job requires. Responsibilities of Human Resource Departments Recruitment Selection The process through The process by which which the organization the organization seeks applicants for attempts to identify potential employment. applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. Responsibilities of Human Resource Departments Training Employees Development A planned effort to Acquisition of enable employees to knowledge, skills, and learn job-related behaviors that improve knowledge, skills, and an employee’s ability to meet changes in job behavior. requirements and in customer demands. Responsibilities of Human Resource Departments Performance Management – The process of ensuring that employees’ activities and outputs match the organization’s goals. – HR may be responsible for developing or obtaining questionnaires and other devices for measuring performance. Responsibilities of Human Resource Departments Planning Pay & Administering Pay & Benefits Benefits ▪ How much salary, wages ▪ Systems for keeping track bonuses, commissions, of employees’ earnings and other performance- and benefits are needed. related pay to offer ▪ Employees need ▪ Which benefits to offer information about their and how much of the cost benefits plan. will be shared by ▪ Extensive record keeping employees and reporting is needed. Responsibilities of Human Resource Department Maintaining Positive Employee Relations Preparing and distributing employee handbooks and company publications Dealing with and responding to communications from employees’ questions Negotiating union contracts and maintaining communication with union representatives Responsibilities of Human Resource Departments Establishing and hiring Administering discipline Personnel promotions Policies benefits HR personnel communicate through a variety of channels.  Responsibilities of Human Resource Departments Managing and Using Human Resource Data – Workforce Analytics - use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. Responsibilities of Human Resource Departments Ensuring Compliance with Labor Laws Government requirements include: filing reports and displaying posters avoiding unlawful behavior Managers depend on HR professionals to help them keep track of these requirements. Lawsuits will continue to influence HRM practices concerning job security. Employment at will, age discrimination, etc. Responsibilities of Human Resource Departments Supporting the Organization’s Strategy HR planning – identifying the numbers and types of employees the organization will require to meet its objectives. Talent Management- a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. Evidence-based HR– Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders. Responsibilities of Human Resource Departments Supporting the Organization’s Strategy Corporate Social Responsibility A company’s commitment to meeting the needs of its stakeholders. Corporate Social Responsibility The parties with an interest in the company’s success (typically, shareholders, the community, customers, and employees.) Sustainability An organization’s ability to profit without depleting its resources, incl. employees, natural resources, and support of surrounding community.  Skills of HRM Professionals SHRM Success Categories Define knowledge and skills associated with success in HRM Four clusters of categories – technical – interpersonal – business – leadership Competencies for HR Professionals Skills of HRM Professionals In an organization, who should be concerned with HRM? A. Only HR B. Only managers C. Managers, supervisors and HR HR Responsibilities of Supervisors Company’s founders – First supervisors Supervisors have many HR responsibilities Supervisors’ Involvement In HRM Ethics In Human Resource Management Ethics – fundamental principles of right and wrong. Ethical behavior – behavior that is consistent with those principles. – Many ethical issues in the workplace involve HRM. Ethics In Human Resource Management Employee Rights Free consent Privacy Freedom of conscience Freedom of speech Due process Ethics In Human Resource Management Ethical companies act according to four principles: In their relationships with customers, vendors, and clients, ethical companies emphasize mutual benefits. Employees assume responsibility for the actions of the company. The company has a sense of purpose or vision that employees value and use in their day-to-day work. They emphasize fairness. Standards for Identifying Ethical Practices Careers in Human Resource Management Salaries vary depending on Some positions are generalists, Most positions require a education and experience. some are specialized. college degree.