Human Resource Management
Human Resource Management MGT 424
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This 0 page Class Notes was uploaded by Ursula Grant on Sunday November 1, 2015. The Class Notes belongs to MGT 424 at Marshall University taught by Staff in Fall. Since its upload, it has received 18 views. For similar materials see /class/233293/mgt-424-marshall-university in Business, management at Marshall University.
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Date Created: 11/01/15
fundamentals of Human Resource Management and edition by RA Nam 13 Hellenbeck B Earhart and am Wright WSW1mm WM am by quotH mm twain In All Right m What Do Need to Know 10m Define human resource management and explain how HRM contributes to an organization s performance Identify the responsibilities of human resource departments Summarize the types of skills needed for human resource management What Do Need to Know 20f2 4 Explain the role of supervisors in human resource management Discuss ethical issues in human resource management Describe typical careers in human resource management Human Resource Management HRM The policies practices and systems that influence employees behavior attitudes performance 14 Figure 11 Human Resource Management Practices Strategic HRM l V i o i r 1 3 E 5 g g a g Iquot F 33 1 9quot 0 Com an 5 o l E E 3quotquot 3 7 p y 2 3 2 3 13 95 Performance In a o a 4 E u 5 a n m n u l g l E 175 At companies with effective HRM Employees and customers tend to be more satisfied The companies tend to be more innovative have greater productivity develop a more favorable reputation in the community Human Capital Human Capital an organization s employees described in terms of their training experience judgment intelligence relationships insight The concept of quothuman resource management implies that employees are resources of the employer 17 Impact of Human Resource Management Type of Human Capital 0 Training 0 Experience 39 Judgment 0 Intelligence 0 Relationships 0 Insight Human Resource Management g Behavior oi Human Capital 0 Motivation 0 Effort 18 An organization can succeed if it has sustainable competitive advantage Human resources have the necessary qualities to help give organizations this advantage Human resources are valuable Human resources with needed skills and and knowledge are sometimes rare Human resources cannot be imitated Human resources have no good substitutes At Southwest Airlines the company s focus is on keeping employees loyal motivated trained and compensated In turn there is a low turnover rate and a high rate of customer satisfaction HighPerformance Work System An organization in which technology organizational structure people and processes all work together to give an organization an advantage in the competitive environment Table 11 Responsibilities of HR Departments FUNCTION RESPONSIBILITIES Analysis and Work analysis job design job descriptions design of work Recruitment Recruiting job postings interviewing testing coordinating use of and selection temporary labor Training and Orientation skills training career development programs development Performance Performance measures preparation and administration of management performance appraisals discipline Compensation Wage and salary administration incentive pay insurance and benefits vacation leave administration retirement plans pro t sharing stock plans Employee Attitude surveys labor relations employee handbooks company relations publications labor law compliance relocation and outplacement services Personnel Policy creation policy communication record keeping HR informa policies tion systems Compliance Policies to ensure lawful behavior reporting posting information with laws safety inspections accessibility accommodations Support for Human resource planning and forecasting change management strategy Source Based on SHRMABNA Survey No 66 Policy and Practice Forum Human Resource Activities Budgets and Staffs 2000 2001 quot Bulletin to Management Bureau of National Affairs Policy and Practice Series Washington DC Bureau of National Affairs June 25 2001 Responsibilities of HR Departments l One employee dedicated to handle HR related matters is usually necessary in a compa W of employees 10 39 2539 75 Analyzing and DesigningJobs Job Analysis Job Design The process of getting detailed information about jobs The process of defining the way work will be performed and the tasks that a given job requires Most Workers Are Satisfied With Their Jobs Relations with coworkers 39 Physical safety of your workplace Flexibility of your hours 39 Amount of work required Job security 39 Boss or immediate supervisor 39 Recognition you receive for t Amount of vacation time I Onthejob stress Amount of money you earn Chances for promotion Health insurance benefits Retirement plan 0 Recruiting and Hiring Employees Recruitment Selection The process through which the organization seeks applicants for potential employment 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 l Qualities ofJob Candidates Which ofthe following qualities were in the top 5 as reported by employers A Technical skills Intelligence B C Interpersonalskills D r Computer skills Table 12 Top 10 Qualities Employers Seek so 1 2 3 4 5 5 7 8 9 D in Job Candidates Communication skills written and verbal Honestyintegrity Interpersonal skills Motivationinitiative Strong work ethic Teamwork skills Computerskills Analytical skills Flexibiliwiladaptabilitv Detail orientation Source Reprinted from Job Outlook 2007 with permission of rho Mariana Assoorazion of Coiioges and Empioyers copyright iioio en Training and Developing Employees Training Development A planned effort to enable employees to learn job related knowledge skills and behavior The acquisition of knowledge skills and behaviors that improve an employee s ability to meet changes in job requirements and in customer demands Managing Performance Performance Management The process of ensuring that employees activities and outputs match the organization s goals 0 The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance Planning and Administering Pay and Benefits Planning Pay amp Benefits Administering Pay amp Benefits How much to offer in salary and wages How much to offer in bonuses commissions and other performancerelated pay Which benefits to offer and how much of the cost will be shared by employees 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 Maintaining Positive Employee Relations Preparing and distributing employee handbooks and policies company publications and newsletters Dealing with and responding to communications from employees questions about benefits and company policy questions regarding possible discrimination safety hazards possible harassment Collective bargaining and contract administration Establishing and Administering Personnel Policies Organizations depend on their HR department to help establish and communicate policies related to hiring discipline promotions benefits 0 All aspects of HRM require careful and discreet record keeping 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 that will continue to influence HRM practices concern job security quot T g K iv du One reason WL Gore amp Associates is repeatedly named one of the 100 Best Companies to Work for in America is their unusual corporate culture where all employees are known as associates and bosses are not found Supporting the Organization s Strategy Human resource planning identifying the numbers and types of employees the organization will require to meet its objectives The organization may turn to its HR department for help in managing the change process Skilled HR professionals can apply knowledge of human behavior along with performance management tools to help the organization manage change constructively Figure 13 Skills of HRM Professionals Human Decision Relations Making Skills Skills Leadership 35 Skills Who is Responsible for HR 0 In an organization who should be concerned with human resource management A Only HR departments B Only Managers C Managers and HR departments Su ervisors Involvement in HRM I Help define jobs Motivate wuth Support from Pay benefits and other rewards A Forecast HR needs Communicate 4 Provide training Policies Recommend lnxterwew and select increases 1 candidates and promotions Appraise performance Ethics in Human Resource Management Ethics the fundamental principles of right and wrong Ethical behavior is behavior that is consistent with those principles Many ethical issues in the workplace involve human resource management Employee Rights i Right of Right of free Right of 1 freedom of consent i pnvacy i consuence Right of freedom of R39ght to due rocess speech p Ethical companies act according to four principles 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 Figure 15 Standards for Identifying Ethical Practices Greatest good for gt greatest number Respect for basic human rights Standards for Identifying Ethical Human Resource Management Practices 1 HRM practices must result in the greatest good for the largest number of people 2 Employment practices must respect basic human rights of privacy due process consent and free speech 3 Managers must treat employees and customers equitably and fairly Figure 16 Median Salaries for HRM Positions Position T P HR quot mgeme executive Organization development training manager Compensation manager Employment and recruiting manager Senior HR generalist Human resource information system specialist a l I l l 50000 100000 150000 200000 250000 Salary Test Your Knowledge Which HR functions are primarily concerned with 1 ensuring employees are capable of doing their current job 2 ensuring that employees are satisfied with their rewards A 1 Development 2 Employee Relations B 1 Training 2 Legal Compliance C 1 Selection 2 Pay amp Benefits D 1 Training 2 Pay amp Benefits Summary Human resource management HRM consists of an organization s quotpeople practices the policies practices and systems that influence employees behavior attitudes and performance HRM influences who works for the organization and how those people work HR departments have responsibility for a variety of functions related to acquiring and managing employees Su m ma ry continued 0 HR management requires substantial human relations skills including skill in communicating negotiating team development 0 HR professionals also need decisionmaking skills leadership skills technical skills SU m m a continued Non HR managers must be familiar with the basics of HRM and their own role with regard to managing human resources Supervisors typically have responsibilities related to all the HR functions 0 HR professionals should make decisions consistent with sound ethical principles S U m a continued The 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 HR management may involve specialized work in fields such as recruiting training or labor relations
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