Chapter 8 Human Resources management
Compliance
Businesses must obey many different laws and regulations. These vary based on the size of the company, where it's located, what industry it's in, etc. Human resources management makes sure the company is following the laws.
HR managers have many different methods for recruitment, and they will choose the ones that are most appropriate to their industry and the position(s) available. Some examples include being present at job fairs, seeking recommendations from current employees or customers, placing a classified ad in the newspaper or on an Internet job board, and partnering with outside employment agencies.
Two ways HR managers recruit potential employees.
It is the people who work to produce goods and services, and they are invaluable to a company.
What are Human Resources?
It is the process of planning, staffing, leading, and organizing those employees.
What is human resources management?
Staffing starts with determining need. Where is the company lacking the human resources it needs? Has an employee recently retired or transferred to another position? Has top management created an entirely new position? It's HR management's responsibility to stay on top of these issues. HR managers must also determine if the staffing needs are permanent or temporary, full time or part time.
An HR manager's first task when it comes to staffing is
Human resources management's involvement in staffing doesn't end when candidates are hired. There are still several on-boarding activities to complete, such as employee orientation and various types of paperwork (insurance, tax withholding, direct deposit, citizenship information, etc.). Orientation varies from business to business. It may involve giving the employee a tour of the facilities and making introductions, giving the employee information about company procedures and policies, and familiarizing the employee with his/her new workspace and equipment. On-the-job training will begin at this time as well, usually overseen by the employee's new manager in cooperation with HR.
HR management's responsibility in on-boarding activities
The role of HR management in business is constantly changing and evolving. One reason is that employee needs are different than they were in the past. Greater diversity now exists in the workforce, in terms of gender, age, culture, and ability. HR managers must take this diversity into account when performing their job tasks. There is also a greater emphasis on creating balance between work and personal lives than ever before. Many companies are addressing this need by offering employees options such as flexible work schedules and opportunities to telecommute (work from home). HR management is involved in working out the details of such arrangements. Business is different now as well. The costs of doing business are constantly rising. Companies are always looking for ways to keep expenses down and production up. Human resources management is not exempt—in some cases, HR activities may be outsourced (possibly to outside employment agencies) or delegated to department managers. In other ways, modernization has improved the HR function by providing technology that streamlines many activities, saving time and reducing paperwork. Business environments are always transforming, too. The economic climate can shift quickly, and there is a growing trend toward globalization. New technologies seem to pop up virtually overnight. To keep pace, companies make constant adjustments, such as organizational restructuring and outsourcing. All of these changes create human consequences. HR management deals with these consequences in nearly all of its activities.
How has the role of HR management changed and evolved?
• Safety and health. HR management ensures that the company complies with all workplace-related safety laws. Compliance may include conducting safety training and workshops, regularly monitoring the workplace to make sure regulations are being followed, and keeping track of all information regarding work-related illnesses and injuries. Many times, companies will go above and beyond their legal obligation to promote workplace safety and health. They may offer wellness programs, on-site fitness centers, support groups focused on physical and mental health issues, health education programs, etc. HR managers are usually in charge of administering these programs. • Interviewing issues. Job candidates have certain rights during the application and interview process that businesses must respect. They can't be asked questions that pertain to their age, marital status, family plans, religious beliefs, etc. Good HR managers are knowledgeable about these issues and make sure not to violate applicants' privacy. • Employment contracts. Not every employee is under contract, but for those who are, HR managers are responsible for understanding and administering the contracts. • Other employment laws. It would be impossible to list each and every law that applies to employment, but some of the main ones involve equal employment opportunities (EEO), minimum wage, and employees with disabilities. HR managers understand these laws and make sure the company follows them.
One example of a compliance issue that HR managers are involved in.
Human resources management is a function of business, as well as a department. In other words, bigger companies may have a great number of employees dedicated solely to managing human resources, but even in small businesses without an official "HR department" this important function still remains (and is most likely managed by the owner). And, even in big companies, human resources management is not contained solely within the HR department—supervisors and managers across the organization also take some part in managing human resources, although their level of involvement varies from business to business.
The role of HR management as both a department and a function of business.
Today, HR executives play vital roles when it comes to a business's strategic management. They're often found at the same meeting table with the company's CEO, board members, and other top-tier managers. HR managers can provide valuable insight into important company decisions, such as organizational restructuring (mergers, acquisitions, downsizing, etc.) and budgeting. Strategic plans are made for the company's long-range future. Organizations must work now to ensure they'll have the human resources they'll need tomorrow. Strategic planning is incomplete without taking HR into account. HR management can also help a business gain a long-term competitive advantage over the rest of the industry. Well-managed human resources enhance organizational performance and often determine whether a company is good or great.
What is the role of HR management in strategic management?
Human resources management makes sure employee relationships remain positive and productive. One way of doing this is by handling complaints and mediating conflicts. Sometimes, disputes arise between coworkers or between an employee and a manager. When this happens, an HR representative can act as a mediator to resolve the conflict in a way that satisfies both parties. HR representatives also listen to employee grievances, keep records of them, and work to find appropriate solutions. Maintaining good employee relations may also involve certain assistance programs, such as helping with short-term housing needs for new or transferring employees, organizing car pools, or assisting employees with career and educational planning and decisions. HR management is also involved in labor-union relations at companies where unions are present. HR managers may help negotiate labor contracts and deal with any related issues or problems.
What role does HR management play in employee relations?
Human resources management oversees compensation and benefits for all employees. HR managers help their companies develop benefits plans by analyzing how much each benefit costs and what the company can reasonably afford. HR managers are responsible for determining eligibility and costs. They may spend a great deal of time working with benefits carriers, such as insurance providers, to find the best deal for the company and its employees. They are also in charge of keeping track of what benefits each employee qualifies for or has chosen (if employees are given choices between plans).
What role does HR management play in employees' compensation and benefits?
Human resources management ensures that employees are knowledgeable and productive by overseeing training and professional development programs for the company. Every business has different training needs, and HR managers' first task is to determine what they are. Next, HR managers determine what resources are available for training and development. They decide what materials are needed. In some cases, it may be possible to select and purchase appropriate training materials; in other cases, however, HR managers must work with others in the company to develop training materials specific to the business. Another aspect of training and development is performance management and improvement. HR management may develop a company-wide evaluation system, keep records for personnel files, and assist supervisors with performance reviews. When necessary, HR managers will also be involved in disciplinary issues.
What role does HR management play in training and development?
All of a business's other resources are useless without humans to control them. That's why having the right human resources in place is so important. All human resources make an impact on a business—whether that impact is positive or negative. A good employee in a certain job position can boost a company's productivity, help create profit, and contribute to a pleasant working environment. The wrong employee in that same position may not only cause a company to miss out on these benefits but can also create negative results in their place. HR management exists to make sure that every employee in the company is available, knowledgeable, productive, and satisfied.
Why are human resources important to business effectiveness?
Exit interviews are discussions with employees who are leaving that are designed to gain feedback for the business. Exit interviews aim to gauge employee attitudes about a company, gain constructive suggestions for improvement, and gather further understanding about employee turnover.
Why do HR managers conduct exit interviews?
Staffing
is a human resources management activity that ensures the company has available, appropriate, productive employees in each needed job position. It may involve tasks such as: • Determining need • Determining job descriptions and specifications • Recruiting • Screening and selecting applicants to interview • Interviewing • Administering skill and aptitude tests • Conducting background and reference checks • Extending and negotiating job offers • Overseeing on-boarding activities • Administering job changes • Conducting exit interviews
Job Description
is an explanation of the responsibilities and tasks associated with a specific job. It describes what an employee in that position does.
Job specification
is an explanation of the skills, knowledge, and characteristics required for the job. It describes what an employee in that position should be. Job descriptions and specifications are constantly evolving, so HR managers must double-check them each time the need for a new employee arises.
Recruiting
is the part of staffing that involves seeking out and attracting qualified potential employees.
