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