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Weeks 1 and 2 Chapter 1 Notes: Human Resource Management

by: Allie Wigginton

Weeks 1 and 2 Chapter 1 Notes: Human Resource Management BUS Z340

Marketplace > Indiana University Purdue University - Indianapolis > BUS Z340 > Weeks 1 and 2 Chapter 1 Notes Human Resource Management
Allie Wigginton
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About this Document

This covers: talent management, job security, HRM, SHRM, the glass ceiling, HR as a business and more.
Human Resource Management
Elizabeth Malatestinic
Class Notes
HRM, business, diversity, Legality
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This 4 page Class Notes was uploaded by Allie Wigginton on Saturday May 14, 2016. The Class Notes belongs to BUS Z340 at Indiana University Purdue University - Indianapolis taught by Elizabeth Malatestinic in Fall 2015. Since its upload, it has received 13 views.


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Date Created: 05/14/16
Human Resource Management Chapter 1: Human Resource Management Gaining a Competitive Advantage 1. Policies, practices and systems that influence HRM A. Responsibilities of HR: - Recruiting and Selection - Training and Development - Compensation - Benefits - Employee Services - Employee Relations - Personnel Records - Health and Safety - Compliance - Strategic Planning B. HR as a business: - Administrative services and transactions - Human resources - Business partner services - Strategic partner 2. Changing the Role of HRM A. Time spent on administrative tasks is decreasing B. HR roles as strategic business partner, change agent and employee advocate are increasing - Self-service (i.e. open enrollment, insurance changes now done online) - Outsourcing: hire companies to do it for you (background checks, payroll, drug tests, etc.) C. PEO: people employer organizations are outsourcing HR companies - Evidence based HR: demonstrates HR practices have a positive influence on the company’s bottom line 3. The HRM Profession A. There can be generalists in HR or specific departments B. HR salaries very according to position, experience, education, training, location and firm size C. The primary professional organization for HRM is the society for human resources management (SHRM) 4. The Sustainability Challenge A. The ability of a company to service and succeed in a dynamic competitive environment B. Stakeholders include the community, customers and all other parties that have an interest in seeing that the company succeeds C. Employee Empowerment: giving employees the responsibility and authority to make decisions in regarding all aspects of product development or customer service - Starbucks example: “If you employee a janitor, you should let them choose their broom” D. Learning Organization: an organization that embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge E. Talent Management: the systematic effort to attract, retain, develop and motivate highly skilled employees and managers - Alternate work arrangements include: independent contractors, on-call workers, temporary workers and contract company workers - Example: UBER, FEDEX, On-call or temporary workers, contract employment (share employees) Chapter 1 Part 2: Talent Management 1. Talent Management A. Definition: the systematic effort to attract retain, develop and motivate highly skilled employees and managers B. Alternative work arrangements: include independent contractors, on-call workers, temporary workers, and contract company workers C. Flexibility: - People expect it nowadays (leave early, come in early) - Cell phones sometimes require people to work off hours - Best Buy (ROWE: results over work environment) - Yahoo tried it, but made people come back to the office because they said that teamwork + creativity helped work. Collaboration can’t happen when people aren’t at the office 2. Balanced Scorecard A. Provides a view of the company from the perspective of internal and external customers, employees, and share holders and considers: - Customers - Internal business processes - Learning and growth - Financial measures 3. Quality Emphasis A. What’s popular - TQM: Total Quality Management > uses teams, based on work of Dr. Deming, popular for manufacturing - Malcolm Baldridge National Quality Award- implemented by Ronald Regann - ISO 9000:2000- meets standards of quality, companies document and advertise that accomplishment - Six Sigma Process: measuring, analyzing, controlling, apply to any organization - Lean thinking Process 4. Changing the Demographics of the Workforce A. The U.S. workforce is aging rapidly - People are healthy, active - Live longer - Stretch money and bored over time - Millenials v. Baby Boomers (%46 by 2020) B. The workforce is increasingly diverse - Paperwork for legality (follow law) - English skills (some companies hire translators or provide classes) - Culture and religious differences - Diversity: age, sexual orientation, socioeconomic levels, gender, education, culture, religion, race - HR helps managers facilitate diversity changes C. David Casey, IU Kelley School of Business - “Any collective measure characterized by similarities and differences in the midst of tensions and complexes” - “Wherever there is diversity, there is tension” - Managing strategic diversity > ups 83% corporate culture and more 5. Legal and Ethical Issues A. Legal areas that influence HRM: - Equal employment opportunity legislation - Employee safety and health - Employee pay and benefits - Employee privacy (social media policies—labor association protects freedom of speech/posts about work environment, pay, etc.) - “If you say it, forgot it, if you write it, regret it” - Job security: immigration, job promising, etc. B. Glass ceiling: unable to move up within a company, held at a certain position while watching others surpass (you can see what’s above but you can’t get there) - Women and minorities still face the glass ceiling C. Mentoring- human nature to pick those who are similar because we see ourselves in them - Higher jobs are not diverse for this reason - Sarbanes Oxley Act of 2002 - HR is not responsible for ethics (they help maintain them) Ethics and legal matters come from the top of the company. - If HR helps with illegal activities then HR is also in trouble - Example: Meat company who employed children immigrants


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