Documente Academic
Documente Profesional
Documente Cultură
Engineering
Management
Human
Resources
Management
HUMAN RESOURCES MANAGEMENT
INTENDED LEARNING OUTCOMES:
1. Explain the importance of the human resource
● how an organization’s human resources can be
a significant source of competitive advantage
● activities necessary for staffing the
organization and sustaining high employee
performance
2. Explain the importance of the human resource
management process and the environmental
factors that most directly affect it.
3. What is human resource planning
● Contrast job analysis, job description and job
specification
HUMAN RESOURCES MANAGEMENT
Steps in HR Planning:
1. Assessing current human resources
2. Assessing future needs for human resources and
developing a program to meet those future
needs
THE HRM PROCESS
Job Analysis:
- an assessment that defines a job and the
behaviors necessary to perform the job;
knowledge, skills, and abilities
- requires conducting interviews, engaging in direct
observation, and collecting the self-reports of
employees and their managers
THE HRM PROCESS
Job Description:
- a written statement of what the jobholder does,
how it is done, and why it is done.
Job Specification:
- a written statement of the minimum qualifications
that a person must possess to perform a given
job successfully.
THE HRM PROCESS
Written Tests:
Types of Tests
● Intelligence: how smart are you?
● Aptitude: can you learn to do it?
● Ability: can you do it?
● Interest: do you want to do it?
THE HRM PROCESS
Situational Interviews:
- Interviews in which candidates are evaluated on
how well they handle role play in mock scenarios
Background Investigations:
- Verification of application data
- Reference checks
● Lack validity because self-selection of
references ensures only positive outcomes
Physical Examinations:
- Useful for physical requirements
THE HRM PROCESS
● Incentive payment
- is a monetary gift provided to an employee
based on performance, which is thought of as one
way to entice the employee to continue delivering
positive results. It may come in the form of bonus,
profit sharing or commission.
● Skill-based pay
- rewards employees for the job skills and
competencies they can demonstrate. Under this
type of pay system, an employee’s job title doesn’t
define his/her pay category, skills do.
THE HRM PROCESS
● Variable pay
- a pay system in which an individual’s
compensation is contingent on performance. It is
something that is a part of an employee’s salary
which depends on the employee’s and companies
performance.
THE HRM PROCESS
Factors that Influence Compensation & Benefits:
THE HRM PROCESS
VIII. Career Development
● What is a career?
- a sequence of positions held by a person during
his or her lifetime.
● Career Development
- Provides for information, assessment, & training
- Helps attract and retain highly talented people
● Boundaryless Career
- A career in which individuals, not organizations,
define career progression, organizational
loyalty, important skills, and marketplace
value.
THE HRM PROCESS
Top Ten (10) Job Factors for College Graduates:
1. Enjoying what they do
2. Opportunity to use skills and abilities
3. Opportunity for personal development
4. Feeling what they do matters
5. Benefits
6. Recognition for good performance
7. Friendly co-workers
8. Job location
9. Lots of money
10. Working on teams
THE HRM PROCESS
CONTEMPORARY ISSUES IN HRM
Contemporary Issues in Managing Human
Resources:
1. Managing downsizing
- is the planned elimination of jobs in an
organization which can be due to the need to
cut costs, declining market share,
overaggressive organizational growth.
● Provide open and honest communication
● Reassure survivors
CONTEMPORARY ISSUES IN HRM
2. Managing workforce diversity
- workforce diversity refers to the variety of
differences between people in an
organization. It encompasses race, gender,
ethnic group, age, personality, cognitive style,
tenure, organizational function, education,
background, etc.
● Recruitment for diversity
● Selection without
discrimination
● Orientation and training
that is effective
CONTEMPORARY ISSUES IN HRM
3. Sexual Harassment
- defined as any unwanted action or activity of a
sexual nature that explicitly or implicitly
affects an individual’s employment,
performance, or work environment.
- the Equal Employment Opportunity Commission
(EEOC) defines sexual harassment as the
behaviour marked by sexually aggressive
remarks, unwanted touching and sexual
advances, requests for sexual favours, or
other verbal or physical conduct of a sexual
nature, which can occur between members of
the opposite sex or of the same sex.
CONTEMPORARY ISSUES IN HRM
● Educate all employees on sexual harassment
matters
● The key is being attuned to what makes fellow
employees uncomfortable—and if you don’t
know, then you should ask.
Workplace Romances:
● Educate employees about the potential for
sexual harassment when coworkers stop
dating
● Discourage workplace romances and require
supervisors to report any such relationships
to the HR department
CONTEMPORARY ISSUES IN HRM
4. Work-Life Balance
- Employees have personal lives that they don’t
leave behind when they come to work.
- Organizations have become more attuned to
their employees by offering family-friendly
benefits such as:
● On-site child care
● Summer day camps
● Flextime
● Job sharing
● Leave for personal matters
● Flexible job hours