Chapter 10Chapter 10

Human Resources Human Resources ManagementManagement

HUMAN RESOURCE HUMAN RESOURCE MANAGEMENTMANAGEMENT

Human resource managementHuman resource management (HRM) is the (HRM) is the strategicstrategic and and coherentcoherent approach to the approach to the management of an organization's most valued management of an organization's most valued assets - the people working there who assets - the people working there who individually and collectively contribute to the individually and collectively contribute to the achievement of the objectives of the business. achievement of the objectives of the business.

FRAMEWORK OF HUMAN RESOURCE FRAMEWORK OF HUMAN RESOURCE MANAGEMENTMANAGEMENT

Agency mission

Environment

Primary Goals of HRM

Getting the right people Maximizing performanceMaintaining an effective

workforce

Efficiency Effectiveness Service

Development of Public Development of Public Personnel ManagementPersonnel Management

Government by Gentlemen:The guardian period

(1789-1829)↓

Government by the Common Man:The spoils period

(1829-1883)↓

Government by the Good:The Reform period

(1883-1906) ↓

:

Government by the Efficient:Government by the Efficient:The scientific Management periodThe scientific Management period

(1906-1937)(1906-1937)↓↓

Government by Administration:Government by Administration:The Management periodThe Management period

(1937-1955)(1937-1955)↓↓

Government by Shared PowerGovernment by Shared Power(1955-present)(1955-present)

Government by Shared Government by Shared Power Power

►►PROFESSIONALSPROFESSIONALS

Government is a major employers of professional and technical people.Government is a major employers of professional and technical people.

This professionalization has two implications.This professionalization has two implications.- public executives and managers have less control over personnel - public executives and managers have less control over personnel selection. selection. - it has revived the political-administrative debate. - it has revived the political-administrative debate.

►►UNIONUNION

Today there are three prominent and powerful public service unions.Today there are three prominent and powerful public service unions.

American Federation of State, County and Municipal Employees American Federation of State, County and Municipal Employees (AFSCME)(AFSCME)American Federation of Government Employees (AFGE)American Federation of Government Employees (AFGE)American Federation of Teacher (AFT)American Federation of Teacher (AFT)

►MINORITIES AND WOMEN

The Civil Rights Act of 1964, Title VII prohibits discrimination on the basis of race, religion, gender, or national origin

►PUBLIC MANAGERS

After the Homeland Security Act, Managers have greater flexibilities in hiring employees, encouraging early retirement, compensating executives, and paying for employees’ higher education.

►CONTRACTORS

Implications of privatization for public personnel management:

First, increased workload for agency managers

Second, unions are concerned about the negative effects of privatization on their members.

Third, an increasingly professionalized public-sector work force.

THE ENVIRONMENT OF THE ENVIRONMENT OF HUMAN RESOURCES HUMAN RESOURCES

MANAGEMENTMANAGEMENT EXTERNAL ENVIRONMENTEXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENTINTERNAL ENVIRONMENT

EXTERNAL EXTERNAL ENVIRONMENTENVIRONMENT

1. 1. Civil Service ReformCivil Service Reform

- Civil Service Reform Act of 1978 split the civil service - Civil Service Reform Act of 1978 split the civil service commission into two units: the Office of Personnel commission into two units: the Office of Personnel Management and the Merit Systems Protection Board.Management and the Merit Systems Protection Board.

- The Act created a separate personnel system for the - The Act created a separate personnel system for the highest-ranking civil service officials.highest-ranking civil service officials.

- It restated and elaborated one of the fundamental - It restated and elaborated one of the fundamental themes of public personnel administration.themes of public personnel administration.

- It brought federal labor relation under one - It brought federal labor relation under one comprehensive act and established an independent comprehensive act and established an independent federal labor relations authority.federal labor relations authority.

2. 2. MAJOR FEDERAL LAWSMAJOR FEDERAL LAWS

- Equal Pay Act, 1963- Equal Pay Act, 1963

- Civil Rights Act, Title VII, 1964- Civil Rights Act, Title VII, 1964

- Age Discrimination in Employment Act, 1967- Age Discrimination in Employment Act, 1967

- Americans with Disabilities Act,1990- Americans with Disabilities Act,1990

- Family and Medical Leave Act, 1993- Family and Medical Leave Act, 1993

3. 3. PUBLIC EMPLOYEES’ RIGHT AND RESPONSIBILITIESPUBLIC EMPLOYEES’ RIGHT AND RESPONSIBILITIES

- - POLITICAL RIGHTSPOLITICAL RIGHTSThree determinations are:Three determinations are:

The court had to decide whether there was a The court had to decide whether there was a substantial substantial infringements of employees’ protected infringements of employees’ protected freedom.freedom.

Some infringements of liberties may be justified if Some infringements of liberties may be justified if the the government can demonstrate a sufficient government can demonstrate a sufficient compelling reason.compelling reason.

Assuming the government action did serve a Assuming the government action did serve a “compelling “compelling interest”interest”

--FREE SPEECHFREE SPEECHSupreme Court has ruled that it essential to Supreme Court has ruled that it essential to maintain a balance between the rights of public maintain a balance between the rights of public employees as citizens and the interests of public employees as citizens and the interests of public employers in providing services.employers in providing services.

--PRIVACYPRIVACYPersonal privacy is one of the rights protected by Personal privacy is one of the rights protected by the constitutionthe constitution

For government employees, concerns about privacy For government employees, concerns about privacy revolve primarily around four issues: drug testing, revolve primarily around four issues: drug testing, searches, sexual orientation, and living searches, sexual orientation, and living arrangements.arrangements.

4.DEMOGRAPHIC TRENDS4.DEMOGRAPHIC TRENDS

In the next two decades, three important demographic In the next two decades, three important demographic trends will play out in the public-sector work forcetrends will play out in the public-sector work force

- Increasing ethnic diversity- Increasing ethnic diversity

- Growing number of aging baby boomers in the population- Growing number of aging baby boomers in the population

- Fewer younger people who follow behind them- Fewer younger people who follow behind them

ORGANIZATIONAL ORGANIZATIONAL CULTURECULTUREThe predominant value system of the organizationThe predominant value system of the organization

BenefitsBenefits

- Eases and economizes communications- Eases and economizes communications

- Facilitates organizational decision making and control- Facilitates organizational decision making and control

- Generate higher levels of cooperation and commitment- Generate higher levels of cooperation and commitment

To effect cultural change, managers must adopt a To effect cultural change, managers must adopt a “symbolic manager”“symbolic manager”

Symbolic Manager: Symbolic Manager:

First, articulates vision for organizational change that generates First, articulates vision for organizational change that generates excitement and that employee can believe in.excitement and that employee can believe in.Second, encourages day-to-day activities that reinforce that vision.Second, encourages day-to-day activities that reinforce that vision.

GETTING THE RIGHT GETTING THE RIGHT PEOPLEPEOPLE

1.1. RESOURCES PLANNINGRESOURCES PLANNINGIt is the forecast of human resource needs and the It is the forecast of human resource needs and the projected matching of people with expected vacancies.projected matching of people with expected vacancies.

Resources planning begins with three key questions,Resources planning begins with three key questions,> > What new technologies emerging, and how will they affect the What new technologies emerging, and how will they affect the work work system?system?

> > What is the volume of work likely to be in the next five to ten What is the volume of work likely to be in the next five to ten years?years?

> What is the turnover rate, and how much, if any, is avoidable?> What is the turnover rate, and how much, if any, is avoidable?

2. RECRUITING2. RECRUITING

Recruiting means more than just posting an examination Recruiting means more than just posting an examination announcement on the bulletin board.announcement on the bulletin board.

Every possible source of qualified candidates within the Every possible source of qualified candidates within the appropriate labor market must be reached.appropriate labor market must be reached.

3. 3. TESTINGTESTING

Test ValidityTest Validity: Refers to the relationship between one’s score : Refers to the relationship between one’s score on a selection on a selection device and one’s future job device and one’s future job

performance. It will provide high scores that correspond to performance. It will provide high scores that correspond to subsequence high job performancesubsequence high job performance

Test reliabilityTest reliability : Means the employer can count on the test to : Means the employer can count on the test to measure the measure the same factors in the same way each time it is same factors in the same way each time it is

given.given.

4. 4. SELECTIONSELECTION

Once a competitive examination is completed, an Once a competitive examination is completed, an employment list based on the examination results is employment list based on the examination results is established and the names of the highest ranking established and the names of the highest ranking candidates are presented to the appointing official for the candidates are presented to the appointing official for the selection. This process is called selection. This process is called CERTIFICATION.CERTIFICATION.

Personnel systems usually follow the rule of three.Personnel systems usually follow the rule of three.

5. 5. CLASSIFICATION AND COMPENSATIONCLASSIFICATION AND COMPENSATION

At all levels of government, the basis of the civil service is At all levels of government, the basis of the civil service is the the POSITION CLASSIFICATIONPOSITION CLASSIFICATION. It involves identifying . It involves identifying the duties and responsibilities of each position in an the duties and responsibilities of each position in an organization and then grouping the position according to organization and then grouping the position according to their similarities.their similarities.

The big five personality dimensions are:The big five personality dimensions are:

EXTRAVERSIONEXTRAVERSION AGREEABLENESSAGREEABLENESS CONSCIENTIOUSNESSCONSCIENTIOUSNESS NEUROTICISMNEUROTICISM OPENNESS TO EXPERIENCEOPENNESS TO EXPERIENCE

Extraversion is consistent with all job performance Extraversion is consistent with all job performance criteria for all criteria for all occupational groups. occupational groups.

For the remaining, the estimated true score For the remaining, the estimated true score correlation varied by correlation varied by occupational groups.occupational groups.

MAXIMIZING MAXIMIZING PERFORMANCEPERFORMANCE

1. 1. TRAINING AND MANAGEMENT DEVELOPMENTTRAINING AND MANAGEMENT DEVELOPMENT

Training specifically targeted to improve a person’s Training specifically targeted to improve a person’s knowledge and skills in the fundamentals of knowledge and skills in the fundamentals of management. If one is truly serious about management. If one is truly serious about managerial careers, management development managerial careers, management development activities should be an important part of one’s activities should be an important part of one’s agendaagenda

2. 2. ADVANCEMENTADVANCEMENT

The evaluation of an employee’s progress measured in The evaluation of an employee’s progress measured in terms of job effectiveness is called PERFORMNCE terms of job effectiveness is called PERFORMNCE APPRAISAL. One criticism of this, as practiced in APPRAISAL. One criticism of this, as practiced in government , is that the process is periodic rather than government , is that the process is periodic rather than continuous.continuous.

MAINTAINING AN MAINTAINING AN EFFECTIVE WORKFORCEEFFECTIVE WORKFORCE

DISCIPLINES AND GRIEVANCESDISCIPLINES AND GRIEVANCES

DISCIPLINESDISCIPLINES: disciplining employees and listening : disciplining employees and listening to their complaints.to their complaints.

GRIEVANCESGRIEVANCES: applies to a circumstance or : applies to a circumstance or condition that, in the opinion of those affected, condition that, in the opinion of those affected, constitutes a wrong and gives one just ground for constitutes a wrong and gives one just ground for complaint complaint

In disciplinary matters, the administrative should strive In disciplinary matters, the administrative should strive for improvement in employee performance. for improvement in employee performance.

COLLECTIVE BARGAININGCOLLECTIVE BARGAINING

It is a process whereby union and management It is a process whereby union and management officials attempt to resolve conflict of interest, in a officials attempt to resolve conflict of interest, in a manner that will sustain and possibly enrich their manner that will sustain and possibly enrich their continuing relationshipcontinuing relationship

UNOORGANISEDUNOORGANISED↓↓

ORGANIZEORGANIZE↓↓

ELECTIONELECTION↓↓

CERITIFICATION AND RECOGNITIONCERITIFICATION AND RECOGNITION↓↓

PREPARATION FOR NEGOTIATIONPREPARATION FOR NEGOTIATION↓↓

NEGOTIATIONNEGOTIATION↓↓

CONTRACT ADMINISTRATIONCONTRACT ADMINISTRATION

Understanding of bargaining process with six Understanding of bargaining process with six important questions,important questions,

1.1. WHO IS GOING TO BARGAIN FOR MANAGEMENT?WHO IS GOING TO BARGAIN FOR MANAGEMENT?

2.2. WHO IS GOING TO BARGAIN FOR THE UNION?WHO IS GOING TO BARGAIN FOR THE UNION?

3.3. WHAT WILL MANAGEMENT AND LABOR BARGAIN ABOUT?WHAT WILL MANAGEMENT AND LABOR BARGAIN ABOUT?

4.4. WHAT HAPPENS OF THE NAGOTIATORS CANNOT REACH WHAT HAPPENS OF THE NAGOTIATORS CANNOT REACH AN AGREEMENT?AN AGREEMENT?

5.5. SHOULD PUBLIC EMPLOYEE BE ALLOWED TO STRIKE?SHOULD PUBLIC EMPLOYEE BE ALLOWED TO STRIKE?

6.6. HOW IS A CONTRACT ADMINISTERED?HOW IS A CONTRACT ADMINISTERED?

When bargaining fails, two choices appear.When bargaining fails, two choices appear.

First is the possibility of a strike, although the First is the possibility of a strike, although the federal government and most states prohibit federal government and most states prohibit them. them.

Second is the process of mediation, fact-finding, Second is the process of mediation, fact-finding, and arbitration.and arbitration.

THANK YOU

PREPARED BY : GIANTS -VISHAL

-DHIREN

-VIRAL

-KEYUR

-TEJAS

-KAMLESH