MGMT 363 Ch. 1

Human Resource Management (HRM)
The policies, practices, and systems that influence employees’ behavior, attitudes, performance
Human Resource Management Practices
Analysis and design of work, HR planning, Recruiting, Selection, Training and Development, Compensation, Performance Management, Employee relations
effective HRM
Employees and customers tend to be more satisfied and the companies tend to be more innovative, have greater productivity, develop a more favorable reputation in the community
Human Capital
an organization’s employees described in terms of their: training, experience, judgment, intelligence, relationships, Insight, and moral (motivation)
concept of human resource management
implies that employees are resources of the employer.
HR has necessary qualities to help give organizations sustainable competitive advantage
valuable, rare, cannot be imitated. and have no good substitutes.
High-Performance Work System
An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.
75
One employee dedicated to handle HR related matters is usually necessary in a company of ____ employees or more.
Job Analysis
The process of getting detailed information about jobs.
Job Design
The process of defining the way work will be performed and the tasks that a given job requires.
Recruitment
The process through which the organization seeks applicants for potential employment.
Selection
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.
Intelligence
Which quality was in the top 5 as reported by employers?
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development
The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management
The process of ensuring that employees’ activities and outputs match the organization’s goals.
HR department
may be responsible for developing or obtaining questionnaires and other devices for measuring performance.
Planning Pay & Benefits
How much to offer in salary and wages? How much to offer in bonuses, commissions, and other performance-related pay? 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.
Maintaining Positive Employee Relations
Preparing and distributing, Dealing with and responding to communications from employees, Collective bargaining and contract administration.
Responding to communications from employees
questions about benefits and company policy questions regarding possible discrimination, safety hazards, possible harassment
Preparing and distributing
employee handbooks and policies
company publications and newsletters
Establishing and Administering Personnel Policies
Organizations depend on their HR department to help establish and communicate policies related to hiring, discipline, promotions and benefits. All aspects of HRM require careful and discreet record keeping.
Compliance with Labor Laws
Government requirements include:
filing reports and displaying posters and avoiding unlawful behavior. Managers depend on HR professionals to help them keep track of these requirements. Lawsuits that will continue to influence HRM practices concern job security.
Human resource planning
identifying the numbers and types of employees the organization will require to meet its objectives.
HR professionals
can apply knowledge of human behavior, along with performance management tools, to help the organization manage change constructively.
Managers and HR departments
In an organization, who should be concerned with human resource management?
Ethics
the fundamental principles of right and wrong.
Many of these issues in the workplace involve human resource management.
Employee Rights
free consent, privacy, freedom of conscience, freedom of speech and due process
Ethical companies four principles
In their relationships with customers, vendors, and clients, companies emphasize mutual benefits.
Employees assume responsibility for the actions of the company. Sense of purpose or vision that employees value and use in their day-to-day work.
They emphasize fairness.
Ethical HRM Practices
HRM practices must result in the greatest good for the largest number of people.
Employment practices must respect basic human rights of privacy, due process, consent, and free speech.
Managers must treat employees and customers equitably and fairly.
1) Training; 2) Pay & Benefits
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.
human relations skills
communicating, negotiating and team development
HR professionals also need:
decision-making skills, leadership skills and technical skills