Chapter 1: The Role of Human

Resources
Human Resources Management
Sacred Heart Junior College
Mrs. Hema Mirpuri Gamez
 What is HRM?
• Strategic process having to do with staffing,
compensation, retention, training, &
employment law & policies side of the side of
the business.

• Before – processing payroll, sending birthday

cards to employees, arranging company
outings, & making sure forms filled out
correctly. (administrative role)
 Role of HRM
• All managers need • Involves process of
the functions of HRM hiring:
1. Development of a
• Staffing staffing plan
2. Development of
– People are needed to
policies to encourage
perform tasks & get
multiculturalism at
work done.
work
3. Recruitment
4. Selection
 Role of HRM
• Development of workplace policies
– HRM management & executives are involved in
creation of policies

– Discipline process policy - Ethics policy

– Vacation time policy - internal usage policy
– Dress code
 Role of HRM
• Compensation & Benefits administration
– HRM determine compensation is fair, meets industry
standards, & high enough to entice people to work.

– Compensation includes anything employees receive

for work.

– Ensure pay is comparable with others from similar

jobs
 Role of HRM
• Create systems that  Health Benefits
take into  Pay
consideration number  Retirement Plans
of years at the
 Stock Purchase Plans
organization, years of
experience, education  Vacation Time
etc.  Sick Leave
 Bonuses
 Tuition Reimbursement
 Role of HRM
• Retention 1. Job they are performing
– HR must know about all
laws that affect the 2. Challenges w/ their
workplace manager
– Keeping & motivating
employees to stay with 3. Poor fit with
the organization organizational culture
• Compensation major
factor
4. Poor workplace
environment
 Role of HRM
• Training & Development  Job skills training
– Employee receive training 
Training on
& continue to grow &
communication
development of new skills
 Team building
– Results in high activities
productivity  Policy & legal training
(ethics/ sexual
– Training – key component harassment)
for employee motivation =
retention
 Role of HRM
• Dealing with Laws Affecting  Discrimination laws
Employment  Health care
– HR must know about all laws requirements
that affect the workplace
 Compensation
requirements
– HRM legal environment must
 Worker safety laws
be aware of changes taking
place & communicate  Labor laws
changes to management
organization
 Role of HRM
• Worker protection  Chemical hazards
– Safety laws created with goal  Heating & ventilation
to set state standards for requirements
worker standards
 Use of “no
fragrance” zones
– Unions & union contracts
 Protection of private
impact workers safety
employee
information
– HRM ensures to be aware of
worker protection requirements
& meeting both state & union
standards.
 Role of HRM
• Communication • Awareness of
– Good communication External Factors
skills & excellent – Things the company
management skills key has no direct control
to successful HRM over

– Positive & negative

influence on the
company
 Role of HRM
• External Factors 6. Changing
1. Globalization & demographics of the
offshoring workforce
2. Changes to 7. More highly
employment law educated workforce
3. Health-care cost 8. Layoffs & downsizing
4. Employee 9. Technology used
expectations 10. Increase use of
5. Diversity of the social networking to
workforce distribute information
to employees
 Role of HRM
• Managers not considering outside factors
alienate employees & make them unhappy

• Run the risk of operating outside the law

• Keeping update = successful HRM

– must read publications/ attend conferences
 Skills Needed for HRM
• Organization • Understand specific
• Time management job areas
• Order of files
• Knowing how to write
• Multitasking & develop strategic
• Doing more than one plan
thing at a time
• Strategic mind-set
• People Skills – Plan far in advance &
• Being able to look at trends
communicate good news
and bad news
 Skills Needed for HRM
• Ethics & fairness is essential
– Examines moral rights & wrongs of a certain
situation
– Negotiate salary & union contracts & mange
conflict
– HR mangers ensure compliance w/ ethics
standards within organization
– HR require to work with highly confidential info.
(salary information)
 Skills Needed for HRM
• Skills essential plus understand particular
business, knowing business strategy, & being
able to think critically about how HR can align
with strategy

• Management promoted expected to perform

recruiting, hiring, & compensation tasks
 Skills Needed for HRM
• To become an HR professional in HRM must take 3
exams
1. Professional in Human Resources (PHR)
• HR professional must have at least 2 yrs experience
• 4 hrs long & consists of 225 multiple-choice question
• 12% strategic management/ 26% workforce planning/ 17%
human resource development/ 16% rewards/ 22%
employee & labor relations/ 7% risk management
• Application process – Human Resource Certification
Institute on website http://www.hrci.org
 Skills Needed for HRM
2. Senior Professional in Human Resources
(SPHR)
• Focus on designing & planning rather than
actual implementation
• 6 to 8 yrs experience & oversees & manages
HR department
• Great focus on strategic aspect of HRM
 Skills Needed for HRM
3. Global Professional in Human Resources
(GPHR)
• HR professional who perform many tasks on
global level & companies that work across
boarders
• 3 hrs & 165 multiple choice questions
• 2 yrs experience (someone who designs HR-
related programs & processes to achieve
business goals) – international asect
 Skills Needed for HRM
• Job opportunities 5. Work-life coordinator
1. Recruiter 6. Training &
2. Compensation development
3. Human resources 7. Human resources
assistant manager
4. Employee relations 8. Vice president of
manager human resources
 Challenges of HRM
• Containing
• Cost management major factor to success/
failure of a business
• Health-care benefits/ training costs/ hiring
process cost puts a strain
– Managers must figure out how much, how many,
or how often benefits should be offered without
sacrificing employee motivation
 Challenges of HRM
• 3 ways of cutting cost
1. Shift more of the cost of healthcare to
employees
2. Reduce the benefits offered to cut cost
3. Change or better negotiate the pan to
reduce health-care
 Challenges of HRM
• Offering training saves money in longer-
run
– Train employees & mgmt. to work within the
law reducing legal exposure.
• Turnover
– Number of employees who leave a company
in a particular period of time
 Challenges of HRM
• Technology
– Companies have virtual workforces
• Working from different places
– Creates need for the understanding of
multicultural & diversity
– Creates mobile workforce (flexible schedule)
• Productivity & communication a concern for all
managers
• Constant change major challenge
 Challenges of HRM
• Cyber loafing
– Lost of productivity from employees using
work computer for personal reasons
• Creates additional stress for employees
– Increased job demands
– Constant changes
– Constant emailing & texting
– Sitting in front of a computer is harmful
 Challenges of HRM
• The Economy
– Tough economic time = tough time for the
business
• High unemployment & layoffs
– Managers work for unionized company
• Union contracts are guiding source when having to
downsize
– When economy is good
• Massive hiring to meet demand
 The Changing & Diverse
Workforce
• Workforce constantly changing
• Managers should constantly review current
workers’ skill level & monitor retirements &
skill lost on retirement
– Strategic planning

– Knowledge about current skills & predict future

workforce needs