HR Management

Five components of HPWS

Self-managing work teams Employee involvement, participation, empowerment Total Quality Management Integrated Production Technologies Learning Organization

Code of Conduct

Specify expected and prohibited actions in the workplace and give examples of appropriate behavior.

What are the functions of HRM?

Staffing, Health and Safety, Employee Relations Management, Rewards and Benefits, Training and Development, Performance Management.

Stages During Mergers and Acquisitions

Stage 1- Precombination Stage 2- Combination Stage 3 - Solidification and Assessment

What Employees Can Do

The HRM function of training and development influences the capabilities of an organization's employees by developing employees' skills to meet changing business needs. Staffing and Training

Adverse ( or Disparate) Impact

Unintentional Discrimination Same standards for everyone resulting in different consequences for members of at least one protected group unequal employment related consequences for people with a protected characteristic facially neutral actions and policies

Health and Safety

Workplace health and safety includes topics ranging from wellness, fire and food safety, ergonomics, injury management, disaster preparedness, industrial hygiene, and even bullying and workplace violence. Workplace safety involves protecting employees from work-related toxins, accidents, and injuries. Workplace health refers to employees' physical and mental health.

Code of Ethics

a decision-making guide that describes the highest values to which an organization aspires.

Commission Errors

a failure to follow sounds, established operational and ethical practices

The Pregnancy Discrimination Act

amended Title VII of the Civil Rights Act to prohibit sex discrimination Major Federal Employment Laws on the basis of pregnancy.

Independent Contractors

an individual or business that provides services to another individual or business that controls or directs only the result of the work. Companies can strategically use independent contractors to help control costs and quickly and temporarily increase capabilities.

Ethics

are the standards of moral behavior that define socially acceptable behaviors that are right as opposed to wrong.

Stakeholder Perspective

considering the interests and opinions of all people, groups, organizations or systems that affect or could be affected by the organization's actions.

Competitive culture

emphasizes competitive advantage and market superiority.

Entrepreneurial culture

emphasizes creativity, innovation and risk taking.

Bureaucratic culture

emphasizes formal structures and the correct implementation of organizational procedures, norms and rules.

Consensual culture

emphasizes loyalty and tradition, and encourages employees to stay with the organization for a long time. Promotion is generally from within.

The Fair Labor Standards Act

establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards.

The Consolidated Omnibus Budget Reconciliation Act (COBRA)

gives workers and their families who lose their health benefits the right to choose to continue group health plan benefits.

Employment Laws

help to limit the employer's power, ban unfair discrimination, and provide equal employment opportunities for everyone.

High Performance Work Systems ( HPWS)

high- involvement or high-commitment organizations, have workers who are, to a large degree, self-controlled and self-managed.

National Labor Relations Act (NLRA)

is designed to protect employee and employer rights and to encourage collective bargaining between labor unions and employers.The Fair Labor Standards Act

The Genetic Information Nondiscrimination Act

prohibits employers from discriminating against individuals based on the results of genetic Major Federal Employment Laws testing when making hiring, firing, job

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)

prohibits discrimination against protected veterans.

The Equal Pay Act of 1963

prohibits discrimination in benefits etc

The Age Discrimination in Employment Act (ADEA)

prohibits employers from discriminating against any worker with respect to compensation or the terms, conditions, or privileges of employment because he or she is age 40

The Uniformed Services Employment and Reemployment Rights Act of 1994

prohibits employers from discriminating against job applicants who may be called into military service or who volunteer for military service.

Title VII of the Civil Rights Act

prohibits employment discrimination based on race, color, religion, sex, or national origin and provides monetary damages in cases of intentional employment discrimination.

Benefits from Managing Corporate Ethics

promoting a strong public image substantially improving society helping to manage change cultivating teamwork and productivity supporting employee growth

Affirmative action

refers to proactive efforts to eliminate discrimination and its past effects.

The Family and Medical Leave Act of 1993

requires eligible employees to take unpaid, job- protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

The federal WARN Act

requires employers of 100 or more full-time workers who have worked at least 6 of the last 12 months and an average of 20 hours or more per week to give employees 60 days advance notice of closing or major layoffs.

The Rehabilitation Act of 1973

requires employers to engage in affirmative action to promote the hiring of individuals with a disability.

The Immigration Reform and Control Act

requires employers to use an I-9 verification form to verify the employability status of every new employee within three days of hiring.

Corporate Social Responsibility

showing concern for the common good and value of human dignity including philanthropy, social initiatives and proper treatment of employees.

Virtue standard

the ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc.

Utilitarian standard

the ethical action is that which best balances good over harm by doing the most good or the least harm.

Rights standard

the ethical action is the one that best respects and protects the moral rights of everyone affected by the action.

Common good standard

the ethical action shows respect and compassion for all others, especially the most vulnerable

Fairness standard

the ethical action treats all people equally, or at least fairly, based on some defensible standard.

Recruiting is

the process of planning, acquiring, deploying, and retaining employees that enables the organization to meet its talent needs and to execute its business strategy.

Staffing is

the process of planning, acquiring, deploying, and retaining employees that enables the organization to meet its talent needs and to execute its business strategy.

Five types of ethical standards

utilitarian standard, rights standard, fairness standard, common good standard, and virtue standard.

Examples of Socially Responsible HRM Practices

workplace diversity favorable working conditions non- exploitation of workers, including discrimination and harassment work life balance initiatives community volunteerism and charitable giving programs

Who performs HRM activities?

● HRM professionals ● Managers ● Individual employees ● Shared service centers ● Outside vendors ● Professional employer organizations

How many functions of HRM are there?

6

Obsticles to Corporate Responsibility Programs

A focus on short-term targets and profits Cost of implementation Difficulty in measuring and quantifying return on investment Non-supportive corporate culture

Common HRM Metrics

Absence Rate Cost Per Hire Customer Service ratings engagement Health care cost per employee Innovation Job Offer Acceptance Rate

Performance Management is used to

Aligning individual employee's goals and behaviors with organizational goals and strategies, appraising and evaluating past and current behaviors and performance, and providing suggestions for improvement

What is and organizations Culture?

An organization's culture is like its personality, made up of the norms, values, and assumptions of organizational members that guides employees' attitudes and behaviors in the absence of formal policies or rules. Culture is the "the way we see and do things around here".

How does HRM influence Organizational Performance?

Effective HRM systems increase an organization's ability to meet its goals, enhance its ability to grow and manage change, and increase employee engagement, effort, and performance. Managing HR helps organizations with strategic risk, operational risk, financial risk, and compliance risk. The most effective HRM systems are based on solid research, identifying and implementing best practices, and aligning the HRM system with organizational

Employee Relation Management

Employee-management relations ultimately determine the employment rights of both employers and employees. Labor participation programs, employee surveys, and other tools are used in managing employee-management relations. Employment relations (or industrial relations) focuses on unionized employment situations.

HPWS seven components

Employment Security Selective Hiring of new talents Self-managed Teams and Decentralized Decision-making Comparatively Higher Compensation based on organizational performance Extensive Training Reduced Status Distinction and Barriers Extensive Sharing of Financial and performance information

What types of Organizational Cultures are there ?

Entrepreneurial, Bureaucratic, Consensual, Competitive

The Americans with Disabilities Act (ADA)

Equal opportunities for people with disability

formula for ethical behavior

Ethical values + Clear Expectations +Rewards/ punishments supporting ethical behavior

What is HRM?

Human resource management is the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent.

What employees should do?

Human resource management is the organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent. Planning, Laws and Regulations

Disparate Treatment

Intentional Discrimination Different standards for people from different protected groups unequal treatment based on a protected characteristic Discriminatory actions or policies

Why is HRM important to your Career?

Knowing how to design maximally productive and mutually rewarding work relationships with employees is important to every manager's success.

Omission errors

Lack of written rules

Three Types of Systematic Errors

Omission Error Remission Errors Commission Errors

Fair Discrimination

Only objective, merit-based, and job-related characteristics are used to determine employment related decisions.

Global Issues in HRM

People from different cultures have different expectations and traditions, are often motivated by different things, and communicate in different ways.

Remission Errors

Pressure to make unethical choices

Top reasons why employees act unethically

Pressure to meet unrealistic business objectives/deadlines desire to further ones career desire to protect ones livelihood working in an environment with cynicism or diminished morale Improper training/ ignorance that the act was unethical lack of consequences if caught

Common Ethical Issues in HRM

Privacy Issues staffing layoffs and downsizing Rewards Safety Performance Appraisal Labor Pracices

Race norming

Comparing an applicant's score only to members of his or her own racial subgroup and setting separate passing or cutoff scores for each subgroup.

Rewards and Benefits are used as

Compensation and benefits perceived as both adequate and equitable that reward employees for their contributions to organizational goal attainment are important to employee motivation, performance, and retention.

What employees will do

Compensation, Performance Management. By setting clear goals aligned with the business strategy, giving employees feedback on their performance toward those goals, and rewarding them for good performance, performance management and compensation influence employee motivation, effort, and persistence. Rewards would be like compensation, praise, recognition, time off etc.

Organisational Benefits of HPWS

Higher productivity greater flexibility and competitiveness higher customer satisfaction higher product quality lower turnover

Employee Benefits of HPWS

Greater personal development, higher work engagement, satisfaction, and commitment, greater involvement in organizational decisions high quality of life higher self esteem

Examples of Common Changes managed by HRM

New production processes Opening new locations Rolling out a new benefits program Implementing a new HRIS or upgrading the current one Expanding international operations