Human Resource Management

Services 1.
 People - capital
• What is HRM?
• distinctive approach to employment
management
• seeks to achieve competitive advantage
• through the strategic deployment
• highly committed and capable workforce
• cultural, structural and personnel techniques.
• Process.
The Role of HRM
• Staffing: the entire hiring process.
• 1. Development of a staffing plan.
• 2. Development of policies to encourage
multiculturalism at work.
• 3. Recruitment.
• 4. Selection.
The Role of HRM 2.
• Development of Workplace Policies
• HRM, management, and executives are involved in
the process.
• Some examples of workplace policies might be the
following:
• Discipline process policy
• Vacation time policy
• Dress code
• Ethics policy
• Internet usage policy
The Role of HRM 3.
• Compensation and Benefts Administration
• Examples:
• Pay
• Health benefits
• Retirement plans
• Stock purchase plans
• Vacation time
• Sick leave
• Bonuses
• Tuition reimbursement
The Role of HRM 4.
• Retention

• Ninety percent of employees leave a company

for the following reasons:
• 1. Issues around the job they are performing
• 2. Challenges with their manager
• 3. Poor fit with organizational culture
• 4. Poor workplace environment
The Role of HRM 5.
• Training and Development
• Examples of training programs:
• Job skills training, such as how to run a
particular computer program
• Training on communication
• Team-building activities
• Policy and legal training, such as sexual
harassment training and ethics training
The Role of HRM 6.
• Dealing with Laws Affecting Employment
• Some of these laws:
• Discrimination laws
• Health-care requirements
• Compensation requirements such as the
minimum wage
• Worker safety laws
• Labour laws
The Role of HRM 7.
• Worker Protection
• Safety is a major consideration.
• These issues might include the following:
• Chemical hazards
• Heating and ventilation requirements
• Use of “no fragrance” zones
• Protection of private employee information
Necessities
• Internal factors
• Good communication skills
• Excellent management skills

• Awareness of external factors

External factors
• 1. Globalization and offshoring
• 2. Changes to employment law
• 3. Health-care costs
• 4. Employee expectations
• 5. Diversity of the workforce
• 6. Changing demographics of the workforce
• 7. A more highly educated workforce
• 8. Layoffs and downsizing
• 9. Technology used, such as HR databases
• 10. Increased use of social networking to distribute
information to employees
Relation between internal and external factors
Exercises
• 1. State arguments for and against the
following statement: there are other things
more valuable in an organization besides the
people who work there.

• 2. Of the seven tasks/roles an HR manager

does, which do you think is the most
challenging? Why?
Short videos
• Dilbert and the Evil HR Director
• http://www.youtube.com/watch?
v=sCKOpJQI6Iw" class="replaced-iframe"
• Good Teamwork and Bad Teamwork
• https://www.youtube.com/watch?
v=fUXdrl9ch_Q
• Work Together as a Team
• https://www.youtube.com/watch?
v=TZqFYtWCWXg
Skills
Skills of HR managers
• In any kind of management: ability to
communicate.

• Being able to organize and multitask.

• Specific job skills: computer skills, knowledge
of employment law, writing and developing
strategic plans, general critical-thinking.
• A sense of fairness and strong ethics.
• Creative thinking.
Today’s HRM Challenges
• Consider the expenses that involve the people
part of any business:

• 1. Health-care benefits
• 2. Training costs
• 3. Hiring process costs
• 4. And many more
Challenges:
Balance

• One of the biggest contemporary

challenges in HRM is figuring out the
balance between
• what benefits to offer versus the
• impact those benefits have on
employee motivation.
Challenges, needs of the workforce
• Technology
• Employees are at different parts of the world.
• Mobility form both sides.
• Flexible schedule.
• Creating virtual organizations.
• Use of smartphones and social networking.
How Would You Handle This? 1
• You are the HR manager for a small company, consisting
of twenty-three people plus the two owners, Steve and
Corey. Every time you go into Steve’s office, you see he is
on Facebook. Because he is Facebook friends with
several people in the organization, you have also heard he
constantly updates his status and uploads pictures during
work time. Then, at meetings, Steve will ask employees if
they saw the pictures he recently uploaded from his
vacation, weekend, or backpacking trip. One employee,
Sam, comes to you with a concern about this. “I am just
trying to do my job, but I feel if I don’t look at his photos,
he may not think I am a good employee,” she says.
• How would you handle this?
• Cyberloafing, a term used to describe lost
productivity as a result of an employee using a work
computer for personal reasons, is another concern
created by technology. One study performed by
Nucleus Research found that the average worker
uses Facebook for fifteen minutes per day, which
results in an average loss of 1.5 percent of
productivity. Some workers, in fact, use Facebook
over two hours per day during working hours.
Restricting or blocking access to the Internet,
however, can result in angry employees and impact
motivation at work.
Challenges
• The changing and diverse workforce.
• Next ten years:
• over 40 percent of the workforce will retire in
the developed countries,
• there will not be enough younger workers to
take the jobs.
• Reason: the aging baby boomers.
• (those born between the years 1946 and 1964)
• The impact of the baby boomer generation’s
retirement:
• loss of a major part of the working population,
• (there are not enough people to fill those jobs)
• their knowledge is lost upon retirement,
• elderly people are living longer (higher health-
care costs).
Challenges
• Multigenerational workforce:
• Different values and different expectations of their
jobs.
• Compensation preferences are different.
•
• Ethics:
• Maintaining high ethical standards starts at the top of
an organization.
• Ethics codes
• Ethical decision making
• The following is an outline of GE’s code of conduct:
• Obey the applicable laws and regulations governing our business
conduct worldwide.
• Be honest, fair, and trustworthy in all your GE activities and
relationships.
• Avoid all conflicts of interest between work and personal affairs.
• Foster an atmosphere in which fair employment practices extend
to every member of the diverse GE community.
• Strive to create a safe workplace and to protect the environment.
• Through leadership at all levels, sustain a culture where ethical
conduct is recognized, valued, and exemplified by all employees.
• In-class activity: Changes, Changes
PLANNING
Strategic analysis and planning
• Understanding of the company mission and
values

• Organizational life cycle: separate word doc.

• SWOT: word doc: Life cycle and SWOT.

• Planning process: Word doc: Planning HRM

Six parts of the HRM plan 1
• 1. Determine human resource needs.

• This part is heavily involved with the strategic

plan.
• What growth or decline is expected in the
organization?
• How will this impact your workforce?
• What is the economic situation?
• What are your forecasted sales for next year?
Looking at company operations over the last
year
• 1. Were enough people hired?
• 2. Did you have to scramble to hire people at the last
minute?
• 3. What are the skills your current employees possess?
• 4. What skills do your employees need to gain to keep
up with technology?
• 5. Who is retiring soon? Do you have someone to
replace them?
• 6. What are the sales forecasts? How might this affect
your hiring?
Six parts of the HRM plan 2
• 2. Determine recruiting strategy.
• Once you have a plan in place, it’s necessary
to write down a strategy addressing how you
will recruit the right people at the right time.

• 3. Select employees.
• The selection process consists of the
interviewing and hiring process.
Six parts of the HRM plan 3
• 4. Develop training.
• Based on the strategic plan, what training
needs are arising?
• Is there new software that everyone must
learn?
• Are there problems in handling conflict?
• Whatever the training topics are, the HR
manager should address plans to offer training
in the HRM plan.
Six parts of the HRM plan 4
• 5. Determine compensation.
• In this aspect of the HRM plan, the manager
must determine pay scales and other
compensation such as health care, bonuses,
and other perks.
• 6. Appraise performance.
• Sets of standards need to be developed so you
know how to rate the performance of your
employees and continue with their
development.
• RECRUITMENT AND SELECTION
• Possible internal candidates
• Equal access to the jobs for all internal
candidates.
• Job analysis: Minnesota Univ.: pdf. 99.
Advertising
• Job description:
• details the specific requirements, responsibilities,
• job duties, skills required to perform a role,
• common day-to-day tasks, equipment or tools used,
• who the role reports to, and overall goals.
• Template in a word doc.
• Job description: Minnesota Univ. pdf. 102
• Job specification
• Exercise: Develop criteria for the position of a retail salesperson working in
teams.
Selection
• 1. Criteria development:
• Determining which sources of information will be used,
• How those sources will be scored during the interview.
• 2. Application and résumé review
• 3. Interviewing
• 4. Test administration
• 5. Making the offer
• Be careful! 60% of applications include distortions!!
Homework
• Search and write:
• 1. Research the various generations: baby
boomers, Generation X, and the Y Generation
(millennials). Compare and contrast five
differences between the generations. How
might these differences impact HRM?

• 2. Review news articles on the current state of

the economy. Which aspects of these articles
do you think can relate to HRM?
• 3. Set up a 20-question list of interview for the
position of the Leader of the Marketing Group.

• Read:
• Human Resource Management. University of
Minnesota, Libraries Publishing Edition, 2016.
Minneapolis, MN. Provided by the teacher in
pdf format. Chapters: 1., 4., 5.
Thank You for Your Attention