HUMAN RESOURCE MANAGEMENT

Roles of HRM

Introduction

Refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. Many companies refer to HRM as involving “people practices.”

Several important HRM practices

  1. Analyzing and designing work
  2. HR planning
  3. Recruiting
  4. Selection
  5. Training and development
  6. Compensation
  7. Performance management
    8.Employee relations

Support business goals and objectives:
Contributing to employee and customer:

  • Satisfaction
  • Innovation
  • Productivity
  • Development of a favorable reputation.

HRM functions

HR as a Business with Three Product Lines

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Responsibilities of HR Departments
(depend on the size of the company)

FUNCTION

RESPONSIBILITIES

Analysis and design of work


Recruitment and selection



Training and development


Performance management



Compensation and benefits



Employee relations/Labor relations



Personnel policies


Employee data and information systems



Legal compliance



Support for business strategy

Job analysis, work analysis, job descriptions


Recruiting, posting job descriptions, interviewing, testing, coordination use of temporary employees


Orientation, skills training, development programs, career development


Performance measures, preparation and administration of performance appraisals, feedback and coaching, discipline


Wage and salary administration, incentive pay, insurance, vacation, retirement plans, profit sharing, health and wellness, stock plans


Attitude surveys, employee handbooks, labor law compliance,
relocation and outplacement services


Policy creation, policy communications


Record keeping, HR information systems, workforce analytics, social media, Intranet and Internet access


Policies to ensure lawful behavior; safety inspections, accessibility accommodations, privacy policies, ethics


Human resource planning and forecasting, talent management, change management, organization development

Strategic Partner:
Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators

Business Partner Services:
Developing effective HR systems and helping implement business plans, talent management

Administrative Services and Transactions:
Compensation, hiring, and staffing

HRM department (personnel/employee relations)

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primarily an administrative expert and employee advocate

Self - service

Outsourcing

Shared service model

is a way to organize the HR function (including: centers of expertise or excellence, serviece centers, and business partners).

refers to giving employees online access to information about HR issues.

refers to practice of having another company provide services

The strategy value of HRM

HR or workforce analytics: practice of using quantitative and scientific methods to analyze bug data

Big data: information merged form HR databases, corporate financial statements, employee surveys and other data sources.

Evidence-based HR: HR practices have a positive influence

4 main functions of HRM

Training and development (preparing people)

Motivation (stimulating people)

Staffing (hiring people)

Maintenance (keeping people)

Gaining a competitive advantage

Competitive Challenges Influencing
Human Resource Management

Competing through
Globalization

Competing through
Sustainability

Meeting Competitive Challenges
through HRM Practices

Competing through
Technology

Managing the Human Resource Environment

Acquiring and preparing human resources

Assessment and Development of human resources

Compensating Human Resource

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ETHICS & HR

Three basic standards:

Employment practices must respect basic human rights of privacy, due process, consent, and free speech

Managers must treat employees equitably and fairly

HRM practices must result in the greatest good for the largest
number of people