Chapter 001 Managing Human Resources

Chapter 001 Managing Human Resources

G IN ES G C A R N U A O M S 1 RE R E N T P MA A U H H C McGraw-Hill/Irwin

2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Need To Know 1. Definition of HRM and how HRM contributes to an organizations performance. 2. Responsibilities of HR departments. 3. Types of skills needed for HRM. 4. Role of supervisors. 5. Ethical issues in HRM. 6. Typical careers HRM. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-2

Human Resource Management (HRM) The policies, practices, and systems that influence employees: behavior attitudes performance 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-3 Figure 1.1 HRM Practices

2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-4 Companies With Effective HRM: Employees and customers tend to be more satisfied. The companies tend to: be more innovative have greater productivity develop a more favorable reputation in the community 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part..

1-5 Human Capital The concept of HRM Human Capital an implies that employees organizations employees described in terms of their: are resources of the training employer.

experience judgment intelligence relationships insight 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-6 Figure 1.2 Impact of HRM 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part..

1-7 HRM and Sustainable Competitive Advantage An organization can succeed if it has sustainable competitive advantage. HR give organizations advantages because human resources are valuable, cannot be imitated, have no good substitutes and with needed skills and and knowledge are sometimes rare. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-8

High-Performance Work System An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. 1-9 HR Product Lines Administrat ive services and transaction

s Business partner services Strate gic partne r 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-10 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Table

1.1 Responsibilities of HR Departments 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-11 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Analyzing and Designing Jobs Job Analysis Process of getting detailed information about jobs. Job Design Process of defining

the way work will be performed and the tasks that a given job requires. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-12 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Recruiting and Hiring Employees Recruitment Selection The process through which the organization seeks

applicants for potential employment. The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-13

manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Top Qualities Employers Look For in Employees Which of the following are top qualities employers look for in employees? 1. 2. 3. 4. 5. 6. Teamwork skills Decision making, problem solving Planning, prioritizing tasks Verbal communication skills

Gathering/processing information All the above 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-14 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Training and Developing Employees Training A planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development Acquisition of knowledge,

skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-15 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Managing Performance Performance Management The process of ensuring that employees activities and outputs match the organizations goals. HR may be responsible for developing or obtaining questionnaires and other devices for measuring performance.

2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-16 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Planning & Administering Pay & Benefits Planning Pay & Benefits How much salary, wages bonuses, commissions, and other performancerelated pay to offer. Which benefits to offer and how much of the cost will be shared by employees. Administering

Pay & Benefits Systems for keeping track of employees earnings and benefits are needed. Employees need information about their benefits plan. Extensive record keeping and reporting is needed. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-17 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Maintaining Positive Employee Relations

Preparing and distributing: employee handbooks and policies company publications and newsletters Dealing with and responding to communications from employees questions: about benefits and company policy, possible discrimination or harassment, safety hazards, etc. Collective bargaining and contract administration. HR negotiates union contracts and maintains communication with union representatives to ensure that problems are resolved. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-18 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Establishing and Administering

Personnel Policies Organizations depend on HR to help establish and communicate policies related to: hiring discipline promotions benefits All aspects of HRM require careful and discreet record keeping. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-19 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Workforce Analytics

Workforce Analytics - use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-20 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Ensuring Compliance with Labor Laws Government requirements include: filing reports and displaying posters avoiding unlawful behavior

Managers depend on HR professionals to help them keep track of these requirements. Lawsuits will continue to influence HRM practices concerning job security. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-21 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. One reason W.L. Gore is repeatedly named one of the 100 Best Companies to Work For in the United States is the companys unusual corporate hierarchy

that dispenses with titles in favor of small teams and direct communication 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-22 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Supporting the Organizations Strategy HR planning identifying the numbers and types of employees the organization will require to meet its objectives. Talent Management- a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.

Evidence-based HR Collecting and using data to show that human resource practices have a positive influence on the companys bottom line or key stakeholders. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-23 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Supporting the Organizations Strategy Corporate Social Responsibilit y A companys commitment

to meeting the needs of its stakeholders. McGraw-Hill/Irwin Corporate Social Responsibilit y The parties with an interest in the companys success (typically, shareholders, the community, customers, and

employees.) Sustainabilit y An organizations ability to profit without depleting its resources, incl. employees, natural resources, and support of surrounding community.

2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Figure 1.3 Competencies and Behaviors for HR Professionals 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-25 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Who is Responsible for HR? In an organization, who should be concerned with HRM? A. Only HR

B. Only managers C. Managers, supervisors and HR 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-26 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Figure 1.4 Supervisors Involvement In HRM ALERT 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-27 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Ethics In HRM

Ethics fundamental principles of right and wrong. Ethical behavior is behavior that is consistent with those principles. Many ethical issues in the workplace involve HRM. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-28 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Employee Rights free consent privacy freedom of

speech freedom of conscience due process 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-29 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Ethical companies act according to four principles: 1. In their relationships with customers, vendors, and clients, ethical companies emphasize mutual benefits. 2. Employees assume responsibility for the actions of

the company. 3. The company has a sense of purpose or vision that employees value and use in their day-to-day work. 4. They emphasize fairness. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-30 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Figure 1.5 Standards for Identifying Ethical Practices 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-31 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part..

Figure 1.6 Median Salaries for HRM Positions 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-32 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Test Your Knowledge Which HR functions are primarily concerned with 1. ensuring employees are capable of doing their current job and 2. ensuring that employees are satisfied with their rewards? A. B. C.

D. 1) Development 2) Employee Relations 1) Training 2) Legal Compliance 1) Selection 2) Pay & Benefits 1) Training 2) Pay & Benefits 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-33 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Summary HRM consists of an organizationspeople practices policies, practices, and systems that influence

employees behavior, attitudes, and performance. influences who works for the organization and how those people work. responsible for a variety of functions related to acquiring and managing employees. 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-34 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Summary (continued) HRM requires human relations skills, including: communicating negotiating team development HR professionals also need to:

understand the language of business be a credible with line managers and executives be strategic partners 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-35 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Summary (continued) Non-HR managers must be familiar with the basics of HRM and their own role with regard to managing HR. Supervisors typically have responsibilities related to all HR functions such as analyzing work, interviewing, training and performance appraisals. HR professionals should make decisions consistent with sound ethical principles.

2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-36 manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.. Summary (continued) Decisions of HR professionals should: result in the greatest good for the largest number of people. respect basic rights of privacy, due process, consent, and free speech. treat employees and customers equitably and fairly. Careers in HRM may involve specialized work in fields such as recruiting, training, or compensation 2016 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any 1-37

manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part..

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