McGraw-Hill/Irwin © 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution

McGraw-Hill/Irwin© 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. .

CHAPTER 1 M

ANAGING

HUMAN R

ESOURCES

1-2© 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. .

1. Definition of HRM and how HRM contributes to an organization’s performance.

2. Responsibilities of HR departments.3. Types of skills needed for HRM.4. Role of supervisors.5. Ethical issues in HRM.6. Typical careers HRM.

Need To Know


Human Resource Management (HRM)

The policies, practices, and systems that influence employees:

behavior attitudes performance


Figure 1.1

HRM Practices


Employees and customers tend to be more satisfied.

The companies tend to:be more innovativehave greater productivitydevelop a more favorable reputation in the community

Companies With Effective HRM:


Human Capital

Human Capital – an organization’s employees described in terms of their:

training experience judgment intelligence relationships insight

The concept of HRM implies that employees are resources of the employer.


Figure 1.2

Impact of HRM


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 and knowledge are sometimes rare.

HRM and Sustainable Competitive Advantage


An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.

High-Performance Work System


Administrative services

and transaction

s

Business partner services

Strategic

partner

HR Product Lines


Table 1.1

Responsibilities of HR Departments


Analyzing and Designing Jobs

Job Analysis

Process of getting detailed information about jobs.

Job Design

Process of defining the way work will be performed and the tasks that a given job requires.


Recruiting and Hiring Employees

Recruitment

The process through which the organization seeks applicants for potential employment.

Selection

The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.


Which of the following are top qualities employers look for in employees?

1. Teamwork skills2. Decision making, problem solving3. Planning, prioritizing tasks4. Verbal communication skills5. Gathering/processing information6. All the above

Top Qualities Employers Look For in Employees


Training and Developing Employees

Training

A planned effort to enable employees to learn job-related knowledge, skills, and behavior.

Development

Acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.


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.

Managing Performance


Planning & Administering Pay & Benefits

Planning Pay & Benefits How much salary,

wages bonuses, commissions, and other performance-related pay to offer.

Which benefits to offer and how much of the cost will be shared by employees.

Administering Pay & Benefits

Systems for keeping track of employees’ earnings and benefits are needed.

Employees need information about their benefits plan.

Extensive record keeping and reporting is needed.


Preparing and distributing:employee handbooks and policiescompany publications and newsletters

Dealing with and responding to communications from employees questions:about benefits and company policy, possible discrimination or harassment, safety hazards, etc.

Collective bargaining and contract administration.

HR negotiates union contracts and maintains communication with union representatives to ensure that problems are resolved.

Maintaining Positive Employee Relations


Organizations depend on HR to help establish and communicate policies related to:

hiringdisciplinepromotionsbenefits

All aspects of HRM require careful and discreet record keeping.

Establishing and AdministeringPersonnel Policies


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.

Workforce Analytics


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.

Ensuring Compliance with Labor Laws


One reason W.L. Gore is repeatedly named one of the 100 Best Companies to Work For in the United States is the company’s unusual corporate hierarchy that dispenses with titles in favor of small teams and direct communication among employees.


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.

Supporting the Organization’s Strategy

McGraw-Hill/Irwin© 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. .

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.

Supporting the Organization’s Strategy


Figure 1.3

Competencies and Behaviors for HR Professionals


In an organization, who should be concerned with HRM?

A. Only HR B. Only managersC. Managers, supervisors and HR

Who is Responsible for HR?


Figure 1.4

Supervisors’ Involvement In HRM

ALERT


Ethics – fundamental principles of right and wrong.Ethical behavior is behavior that is consistent with

those principles.

Many ethical issues in the workplace involve HRM.

Ethics In HRM


free consent privacy

freedom of conscience

freedom of speech

due process

Employee Rights


1. In their relationships with customers, vendors, and clients, ethical companies emphasize mutual benefits.

2. Employees assume responsibility for the actions of the company.

3. The company has a sense of purpose or vision that employees value and use in their day-to-day work.

4. They emphasize fairness.

Ethical companies act according to four principles:


Figure 1.5 Standards for Identifying Ethical Practices


Figure 1.6

Median Salaries for HRM Positions


Which HR functions are primarily concerned with1. ensuring employees are capable of doing their

current job and 2. ensuring that employees are satisfied with their

rewards?A. 1) Development 2) Employee RelationsB. 1) Training 2) Legal ComplianceC. 1) Selection 2) Pay & BenefitsD. 1) Training 2) Pay & Benefits

Test Your Knowledge


HRM consists of an organization’s“people practices” policies, practices, and systems that influence

employees’ behavior, attitudes, and performance. influences who works for the organization and how

those people work. responsible for a variety of functions related to

acquiring and managing employees.

Summary


HRM requires human relations skills, including:communicatingnegotiatingteam development

HR professionals also need to:understand the language of businessbe a credible with line managers and executivesbe strategic partners

Summary (continued)


Non-HR managers must be familiar with the basics of HRM and their own role with regard to managing HR.

Supervisors typically have responsibilities related to all HR functions such as analyzing work, interviewing, training and performance appraisals.

HR professionals should make decisions consistent with sound ethical principles.

Summary (continued)


Decisions of HR professionals should:result in the greatest good for the largest number of

people.respect basic rights of privacy, due process, consent,

and free speech.treat employees and customers equitably and fairly.

Careers in HRM may involve specialized work in fields such as recruiting, training, or compensation

Summary (continued)

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McGraw-Hill/Irwin © 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution