Did you find the instructor contact information and office hours? Have you reviewed the upcoming assignments and due dates? Any questions on the grading policies, including the instructor's late policy? Did you see the grading rubrics? Questions?

Seminar Rubric 15 points: Student posted frequently and was actively engaged in the seminar. Student’s comments improved the seminar quality and advanced the discussion by raising new issues and/or ideas. Alternative Assignment was completed according to the guidelines points: Student posted infrequently and/or comments were brief and did not demonstrate an understanding of the material (for example: "Good point" or “I agree”). Student’s comments did not improve seminar quality or advance the discussion by raising new issues or ideas.Alterative Assignment was not completed according to the guidelines. 0 points: Student attended, but failed to post any messages or did not log into the Seminar session.Alternative Assignment was not completed.

Class, what is human resource management?

The basics of HRM are the following: Acquiring, training, appraising, and compensating employees Attending to labor relations, health and safety, and fairness concerns A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

HRM Techniques and Concepts Conducting job analyses Planning labor needs and recruiting job candidates Selecting job candidates Orientating and training new employees Appraising employee performance

Managing wages and salaries Providing incentives and benefits Communicating (interviewing, counseling, disciplining) Training and developing managers HRM Techniques and Concepts, cont.

Building employee commitment Being informed about equal opportunity and affirmative action Complying to ensure employee health and safety Handing grievances and labor relations HRM Techniques and Concepts, cont.

Why is HRM important to managers?

Examples: Finding employees not performing at peak capacity Hiring the wrong person for the job or experiencing high turnover HRM helps you avoid potential messes!

Examples: Having your company taken to court because of discriminatory actions Having your company cited under federal occupational safety laws for unsafe practices HRM also helps you avoid serious issues!

Getting results is the bottom line of HRM! Your planning, leading, organizing and controlling skills are important, but true HRM success lies with your people skills

As a company grows, line managers need the assistance as well as the specialized knowledge and advice of a separate HR staff

All: Why do all managers and supervisors need knowledge and skills related to human resource management?

Class, it works like this, although many organizations have human resource departments, non-HR managers must be familiar with the basics of HRM and their own role with regard to managing human resources. Supervisors typically have responsibilities related to all HR functions. Supervisors help analyze work, interview job candidates, participate in selection decisions, provide training, conduct performance appraisals, and recommend pay increases. On a day-by-day basis, supervisors represent the company to their employees, so they also play an important role in employee relations.

Organizing the HR Department Providing specialized assistance is what the HR department is all about Typical HR positions include: –Compensation and benefits manager –Employment and recruiting supervisor –Training specialist –Employee relations executive

Competitive trends affecting HRM Globalization and competition Outsourcing and technological advances The nature of the work Service jobs Human capital

The changing role of HR Demographic and workforce trends Slow growth Older, more multi-ethnic workforce Nontraditional workers “Generation Y” Retirees

The changing role of HR Effective HRM selection, training, pay and employee fairness practices are crucial to capitalizing on technology and remaining competitive HR departments must move away from a housekeeping focus to strategic maneuvering – HRM must evolve to remain dynamic

Class, how can human resource management contribute to a company's success?

Everyone, in summary human resource management consists of an organization’s “people practices” such as the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. HRM influences who works for the organization and how those people work. These human resources, if well managed, have the potential to be a source of sustainable competitive advantage, contributing to basic objectives like quality, profits, and customer satisfaction.

The new HR manager Provides efficient operational services including outsourcing service when necessary Supports top management’s strategic planning efforts Acts as the company’s “internal consultant” for identifying and institutionalizing changes that enhance employees skills allowing them to contribute to the company’s success

Important HRM issues Strategic human resource management HR’s use of technology Managing ethics HR Certification

What is strategic HRM? A strategy is a company’s plan for matching internal strengths and weakness with external opportunities and threats Strategic HRM is the formulation and execution of HR policies and practices that produce competent employees with the behaviors needed to achieve the company’s strategic goals

HR and technology Self-service Call centers Productivity improvement Outsourcing

Issues related to HR ethics Workplace safety Security of employee records Employee theft Affirmative action Comparable work Employee privacy rights

 Class, why STUDY human resources management?

Class, the answer to this question is much the same whether a student plans on a career in HRM or not. Organizations compete through people. Studying HRM gives students/you an understanding of the systems and processes needed to develop and utilize the talents and energies of employees in order for the firm to gain a competitive advantage.

Class, does a career in human resource management, based on this chapter's description, appeal to you? Why or why not?

Class, why you are taking this course?

Everyone, what stimulated your interest in returning to school?

Class, this will be our last question. All: What major obstacles (e.g., personal, professional, workplace, academic) will you need to overcome to be successful in school?