HRM 531, Chapter 1, UOPX
ethics
the standards someone uses to decide what his or her conduct should be
What is the result of shifting HR tasks?
Line managers have more HR management responsiblities
Advisory relationship
when a suggestion is given to address an issue to a manager.
Manager tools
1. HRM is responsibility of every manager, not just those in HR. 2. Managers use HRM techniques to improve performance, productivity, and profitability. 3. How digital and high-tech trends are shaping human resource management. 4. Every line and staff manager should understand how the employer's human resource management policies and practices produce the employee skills and performance the company needs to achieve its strategic aims.
How many functions of HR are there?
15. 1. Talent Acquisition & Retention 2. Employee Engagement 3. Learning & Development 4. Total Rewards 5. Struture and the HR Function 6. Organizational Effectiveness & Development 7. Workforce Management 8. Employee Relations 9. Technology & Data 10. HR in the Global Context 11. Diversity & Inclusion 12. Risk Management 13. Corporate Social Responsibility 14. U.S. Employment Law & Regulations 15. Business & HR Strategy
How can human resource managers add value?
by boosting profits and performance
HRM responsibilities of line managers
placing right person in right job, orientation, training employees, improving job performance of each person, gaining creative cooperation & developing smooth working relationships, interpreting company policies and procedures, control labor costs, develop employee abilities, manage morale, protect employees' health and physical conditions
Training specialists
plan, organize, and direct training activities
Diversity Counts (2nd manager tool example)
provide insights and guidelines for managing a diverse workforce
sustainable (in business)
refers to an organizations efforts being judged not just on profits but on their environmental and social performance also
authority
right to make decisions, direct work of others, give orders.
high-performance work systems
sets of human resource management practices that thogether produce superior employee performance
Management process: controlling
setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed.
centers of expertise
specialized HR consulting firms within the company
What should a manager know about?
Equal opportunity and affirmative action, employee health and safety, and handling grievances and labor relations
What does "speak the CFO's language" refer to?
an hr managers ability to defend human resource plans in measurable terms, like return on investment, create strategic plans, understand strategic planning, markerting, production, and finance.
Why is Human Resource Management important to all managers?
avoid personnel mistakes, improve profits and performance, may spend time as hr manager, hr for small business,
example of personnel mistakes
employees not doing their best, hire wrong person for the job, experience high turnover, discriminatory actions leading to lawsuits, citation unsafe practices, lack of training undermines department effectiveness, unfair labor practices
Strategic Context feature
employers want their HR managers to put in place practices that will produce the employee behaviors that help the company achieve its strategic aims.
Shared services or transactional arrangements
establish centralized HR units whose employees are shared by all the companies' departments to assit the departments' line managers in human resource matters.
Management process: Planning
establishing goals and standards; developing rules and procedures; developing plans and forecasts
Corporate HR teams
exist within shared services HR. are specialized, assit top managers with op-level issues (i.e. develop long-term strategic plan for personnel aspects)
strategic human resource management
formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic goals
Management process: Leading
getting others to get the job done; maintaining morale; motivating subordinates
Staff authority
gives a manager the right to advise other managers or employees
Management process: Organizing
giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates
one consequence of globalized competition, economic & demographic trends, and shifting to high-tech & service jobs
growing emphasis by employers on getting the best from their workers' (meaning knowledge, education, training, skills, and expertise)
adding value
helping the firm and its employees improve in a measurable way as a result of the human resource manager's actions
Improving Performance: HR tools for line managers and small businesses (2nd manager tool example)
highligh acutal tools and practices any manager can use to improve performance at work
personnel managment: equal employment laws in the 1960
hiring & firing, payroll, benefits, selection & training, union negotiations, helping meet EEO guidelines to avoid discrimination claims
personnel management: after expertise testing
hiring and firing, payroll, benefits plans, and greater role in employee selection and training, help with unions.
Improving Performance through HRIS (2nd manager tool example)
how managers use human resource technology to improve performance
strategic results lever
hr manager puts into place policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals
employee costs level
human resource manager takes a prominent role in advising the top management about the company's staffing levels and setting and controlling the firms compensation, incentives, and benefits policies
What does the HR Value Proposition say?
human resource programs are just a means to an end and the true aim of HR manager's is to add value.
EEO representatives or affirmative action coordinators
investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports.
Personnel aspects of management
job analyses, planning labor needs and recruiting candidates, selecting candidates, orienting and training new employees, managing wages and salaries/compensation, providing incentives and benefits, appraising performance, communicating (interviewing, counseling, disciplining), training employees, developing managers, building employee relations and engagement.
example of improving profits and performance: can help ensure results are achieved through people
lay our brilliant plans, draw clear organization charts, set up modern assembly lines, etc and still fair because the wrong people were hired or by not motivating employees.
Superior-subordinate relationship
line authority creates an order giver (superior) and an order receiver (subordinate) relationship
recruiters
maintain contact within the community, may travel to search for qualified candidates
Line managers
managers with line authority
Staff managers
managers with staff authority (advisory)
How have digital devices and social media shifted HR tasks?
more tasks usually handled by a central human resource department are distributed to employees and line managers
Why can't business measure performance base on profits?
people want company efforts to be sustainable
managing involves
performing five basic functions: planning, organizing, staffing, leading, and controlling
Improving Performance: HR Practices around the Globe (2nd manager tool example)
shows how actual companies around the world use effective HR pratices to improve team and company performance
Improving Performance: HR as a Profit Center (2nd manager tool example)
since employers need HRM practices that add value by showing how their practices add measurable value (reducing costs or boosting revenues)
Google "crowdsourcing"
taking applicant information, inputing it into a system, mating the recruit with current employees based on interests and experiences.
What comprise your philosophy of human resource management?
technical expertise combined with the basic assumptions you make. Initially will be based on experiences, education, values, assumptions, and background. It will evolve as you accumulate knowledge and experiences
leadership & naviagion
the ability to direct and contribute to initiatives and processes within the organization
communication
the ability to effectively exchange information with stakeholders
ethical practice
the ability to integrate core values, integrity, and accountability throughout all organizational and business practices
critical evaluation
the ability to interpret information with which to make business decisions and recommendations
relationship management
the ability to manage interactions to provide service and to support the organization
consultation
the ability to provide guidance to organizational stakeholders
business acumen
the ability to understand and apply information with which to contribute to the organization's strategic plan
global & cultural effectiveness
the ability to value and consider the perspectives and backgrounds of all parties
SHRM says hr managers should have a command over
the basic knowledge in functional areas of HR.
What do employers expect their human resource manager to be?
the people experts who spearhead employee performance-improvement efforts
What molds your philosophy at work?
the philosophy of top management at the organizaton, whether stated or not will be shown through managers' actions and shows at every level and in every deparment of the organization
Human Resource management is
the process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns.
How does shifting some HR tasks affect human resource managers?
they can shift from focusing on day-to-day activities (interview candidates) to creating strategies to boos employee performance and engagement
personnel management: early firms
took over hiring and firing, ran payroll, administered benefits plans
Line authority
traditionally gives managers the right to issue orders to other managers or employees.
What does getting the best from their human captial entail?
using human resource methods to improve employee performance and engagement
How do human resource managers measure perfomance?
using perfomance meaures or metrics
simply put evidence-based human resource management
using the best available evidence in making decision about the HR management practices you are focusing on
HR department level
when the HR manager ensures that the human resource management function is delievering services efficiently
ethical issue workplace examples
workplace safety, employee privacy
Benefits of shared services?
HR teams are able to offer services through intranets or centralized call centers. Try to provide employees & managers day-to-day HR support.
What are the 3 HR "levers" that drive employee perfomance-improvement efforts?
Hr department lever, employee costs lever, strategic results lever
SHRM Body of Competency and Knowledge lists:
Leadership & Navigation Ethical Practice Business Acumen Relationship Management Consultation Critical Evaluation Global & Cultural Effectiveness Communication
personnel management: 1970s
added engaging employees to gain a competitve edge after globalization
Labor relations specialists
advise management on all aspects of union-management relations
How do managers demonstrate a mastery of contemporary human resource management knowledge and competencies?
achieving certification either through Society for Human Resource Management (SHRM) or HR Certification Institute (HRCI)
Where can the evidence used in evidence-based human resource management come from?
actual measurements, existing data, published research studies, or high-performance work systems
evidence-based human resource management
basing decision on evidence obtained through data, facts, analytics, scientific rigor, critical evaluation, evaluated research/case studies to support hr management proposals, decisions, practices, and conclusions.
employee engagement
being psychologically involved in, connected to, and committed to getting one's jobs done. It drives performance
Job analysts
collect and examine detailed information about job duties to prepare job descriptions
Organization
consists of people with formally assigned roles who work together to achieve the organization's goals
Management process: Staffing
determing what type of people should be hired; recruiting prospective employees; evaluating performance; counseling employees; training and developing employees
Compensation managers
develop compensation plans and handle the employee benefits program
What is changing how people look for jobs and how companies recruit, retain, pay, and train employees?
digital and social media tools
economic and demographic trends
diminshing workforce participation rate and aging population are examples
Managers usually
distinguish between line authority and staff authority
Tools that are expanding line managers' HR responsibilities
ditital tools like LinkedIn hiring and cloud computing
personnel management: Today
economic and demographic trends make finding, hiring, & motivating employee difficult but high tech & service jobs means employers have to excel at managing employees knowledge, skills and expertise using HR management departments
HR generalist
embedded HR teams have them, AKA relationship mangers or HR business partners, assigned to functional departs, provide selection and other asistance the department needs