Nature of Human Resource Management The policies practices, and systems that influence employees’ behavior, attitudes, and performance.

HRM Practices Important HRM practices include: Figure 1.1

HR and Company Performance Human Capital An organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight Human capital is used to create a sustainable competitive advantage because they are Valuable Rare Cannot be imitated No good substitutes

Impact of Human Resource Management Figure 1.2

Responsibilities of HR Departments Table 1.1

HR Functions Analyzing and Designing Jobs Job analysis – what does the job entail and require? Job design – how should work be organized and divided? Recruiting and hiring employees Recruitment – how can we find the best applicants? Selection – how do we assess the abilities and motivation of applicants?

HR Functions Training and Developing Employees Training – how do we ensure employees are able to perform their current jobs most effectively? Development – how do we prepare our employees for career advancement and to take on new challenges

HR Functions Figure 1.3

HR Functions Managing Performance Performance management – how do we measure and promote excellence in our employee’s job performance? Planning and Administering Pay and Benefits Pay – how do we ensure our compensation is fair both internally and externally? Benefits – how do we maximize employee satisfaction while keeping costs manageable?

HR Functions Maintaining Positive Employee Relations How can we support our employees to help them be as productive and satisfied as possible? Establishing and Administering Personnel Policies How do we handle different employee situations? (theft, drug-use, dress code) Ensuring Compliance with Labor Laws How do we know and ensure that our HR practices are aligned with laws and guidelines?

HR Functions Supporting the Organization’s Strategy How do we add value by directly contributing to the strategic objectives of the organization? Human Resource Planning Identifying the numbers and types of employees the organization will require in order to meet its objectives.

Skills of HRM Professionals Figure 1.4

HR Responsibilities of Supervisors Figure 1.5

Ethics in Human Resource Management The fundamental principles of right and wrong What rights do employees have?

Standards for Identifying Ethical Practices

Ethical Standards Poll

HR Management as a Career Field HR Generalist A person with responsibility for performing a variety of HR activities. HR Specialist A person with in-depth knowledge and expertise in a limited area of HR. Professional Organization Society for Human Resource Management (SHRM) http://shrm.org Has student memberships available

HR Management Qualifications Knowledge of HR domain and ability to execute it Professional of Human Resources Certification is obtained by many HR professionals (HRCI.org) Business knowledge of organization and its strategies College degree and many have completed post-graduate work (Masters, PhD)