HUMAN RESOURCE MANAGEMENT
PRELIMS - ANNUNCIATION
CHAPTER 1: MANAGING HUMAN • Human capital is used to create a
RESOURCES sustainable competitive advantage
because they are
o Valuable
Human Resources and Company Performance
o Rare
Responsibilities of Human Resource
o Cannot be imitated
Departments Skills of HRM Professionals HR
o No good substitutes
Responsibilities of Supervisors Ethics in Human
Resource Management Careers in Human
Resource Management
Impact of Human Resource Management
What is Human Resources?
• How have you interacted with HR in your
current or previous jobs?
• What value does HR bring to an
organization?
Nature of Human Resource Management
Responsibilities of HR Departments
• Human Resource Management
o The policies practices, and systems
that influence employees’ behavior,
attitudes, and performance.
• What are examples of HR systems?
HRM Practices
• Important HRM practices include:
➢ One employee dedicated to handle HR
related matters is usually necessary in
a company of 25 employees
HR Functions
HR and Company Performance • Analyzing and Designing Jobs
o Job analysis – what does the job entail
• Human Capital and require?
o An organization’s employees, o Job design – how should work be
described in terms of their training, organized and divided?
experience, judgment, intelligence, • Recruiting and hiring employees
relationships, and insight
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HUMAN RESOURCE MANAGEMENT
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o Recruitment – how can we find the ➢ Which of the following qualities were
best applicants? in the top 5 as reported by employers?
o Selection – how do we assess the o Technical skills and Interpersonal
abilities and motivation of applicants? skills
• Training and Developing Employees
o Training – how do we ensure
employees are able to perform their
current jobs most effectively?
o Development – how do we prepare our
employees for career advancement
and to take on new challenges
• Managing Performance
o Performance management – how do
we measure and promote excellence in
our employee’s job performance?
o How & What
Skills of HRM Professionals
• Planning and Administering Pay and
Benefits
o Pay – how do we ensure our
compensation is fair both internally
and externally?
o Benefits – how do we maximize
employee satisfaction while keeping
costs manageable?
• Maintaining Positive Employee Relations
o How can we support our employees to
help them be as productive and
satisfied as possible?
• Establishing and Administering Personnel
Policies
Who is responsible for HR?
o How do we handle different employee
situations? (theft, drug-use, dress ➢ In an organization, who should be
code) concerned with human resource
• Ensuring Compliance with Labor Laws management?
o How do we know and ensure that our o Managers and HR departments
HR practices are aligned with federal,
state, and local laws and guidelines?
HR Responsibilities of Supervisors
• Supporting the Organization’s Strategy
o How do we add value by directly
contributing to the strategic objectives
of the organization?
• Human Resource Planning
o Identifying the numbers and types of
employees the organization will
require in order to meet its objectives.
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HUMAN RESOURCE MANAGEMENT
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Ethics in Human Resource Management HR Management Qualifications
• Ethics • Knowledge of HR domain and ability to
o The fundamental principles of right execute it
and wrong o Professional of Human Resources
• What rights do employees have? Certification is obtained by many HR
professionals (HRCI.org)
• Business knowledge of organization and its
Standards for Identifying Ethical Practices strategies
• College degree and many have completed
post-graduate work (Masters, PhD)
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.
o 1) Training; 2) pay & benefits
Ethical Standards Poll
HR Management as a Career Field
• HR Generalist
o A person with responsibility for
performing a variety of HR activities.
• HR Specialist
o A person with in-depth knowledge and
expertise in a limited area of HR.
• Professional Organization
o Society for Human Resource
Management (SHRM)
o http://shrm.org
o Has student memberships available
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HUMAN RESOURCE MANAGEMENT
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CHAPTER 2: TRENDS IN HUMAN RESOURCE HRM Practices that Support a Diverse
MANAGEMENT Workforce
• Change in the Labor Force
• High Performance Work Systems
• Focus on Strategy
• Technological Change in HRM
Change in the Labor Force
• Labor Force
o What constitutes the labor force? Skill Deficiencies in Workforce
• Internal labor force
• TRUE - Use of computers to do routine
o The workers an organization already
tasks has changed the kinds of skills
has
needed by employees.
• External labor market
• FALSE - A college degree is not as
o Individuals actively seeking
important as it once was.
employment
• TRUE - U.S. production jobs require
intelligence and skills as much as
Age Distribution of U.S. Labor Force, 2002 and strength.
2012
High Performance Work Systems
• High-Performance Work Systems
o Organizations that have the best
possible fit between their social
system and technical system.
• What contributes to a high-
Aging Workforce performance work system?
• What are the challenges organizations
face with regard to the aging Knowledge Workers
workforce? • Employees whose main contribution
to the organization is specialized
Projected Racial/Ethnic Makeup of the U.S. knowledge, such as knowledge of
Workforce 2012 customers, a process, or a profession
• How does the increase in knowledge
workers affect HRM practices?
Test Your Knowledge
• Ensuring that knowledge workers will
share information and store it so that it
is easily retrieved by others is the
concern of which of the following HR
activities. Knowledge Management
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HUMAN RESOURCE MANAGEMENT
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Employee Empowerment & Teamwork Downsizing
• Employee Empowerment • Why do companies downsize?
o Giving employees responsibility • If you were told you were being downsized,
and authority to make decisions what would you want to know?
regarding all aspects of product • If you weren’t being downsized but others
development or customer service were, what would you want to know?
• Teamwork
o The assignment of work to groups
Expanding into Global Markets
of employees with various skills
who interact to assemble a • To meet competitive challenges, U.S.
product or provide a service companies must expand globally:
o Develop global markets
o Hire from a international labor
Test Your Knowledge pool
o Prepare employees for global
• Sharon is a very smart and
assignments
conscientious worker. Lately, she
Expatriates
has felt that her ideas were
• Would you consider being an
disregarded and she was denied
expatriate?
autonomy in completing her work.
o A=Yes, B= No
This situation is probably caused
• Where Immigrants to the US Came
by a lack of
from in 2003 - Insert Figure 2.6
a) Employee Empowerment
b) Knowledge Management
c) Turnover Technological Change in HRM
d) Teamwork
• Human resource information system
(HRIS) is a computer system used to
Focus on Strategy acquire, store, manipulate, analyze,
retrieve, and distribute information related
• How can human resource management
to human resources
support and contribute to organizational
strategy?
New Technologies Influencing HRM
Business Strategy: Issues Affecting HRM
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HUMAN RESOURCE MANAGEMENT
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The Internet Economy • What was the psychological contract in
the 60’s and 70’s?
• Companies use the Internet to gain an
• What is the psychological contract
advantage or keep up with competitors
now?
• Electronic business (e-business)
• What factors affect the psychological
o Business-to-consumer
contract?
o Business-to-business
o Consumer-to-consumer
• What are some examples?
Electronic HRM
• e-HRM
o The processing and transmission
of digitized HR information,
especially using computer
networking and the Internet
Using e-HRM
• How could e-HRM be used with regard
to:
o benefits?
o selection?
o succession planning?
o development?
Implications of e-HRM
Change in Employment Relationship
• The Psychological Contract
o A description of what an employee
expects to contribute in an
employment relationship and
what the employer will provide the
employee in exchange for those
contributions
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