HRM 600 – Seminar in HRM Dr. Dana (McDaniel) Sumpter Department of Human Resource Management California State University, Long Beach

Human Resources  An overview of the people-related and human resource organizational practices The HR function/department vs. the actual human resources of an organization Human resources vs. other types of resources (e.g. financial, land/geographical, intellectual, technology, political, etc.) I WILL GO THROUGH SOME EXAMPLES OF WHAT HR IS ALL ABOUT, GO DEEP ON SOME EXAMPLES

About HR “HR? They are like the rats of the organization” -- A family friend’s reaction when hearing of my career in HR Discuss and elicit HR ‘horror stories’ Here, we will learn to do it RIGHT!

Why HR Matters: The Triple Bottom Line The “Old” Bottom Line The “Triple” Bottom Line Ethical people practices and “CSR” Translation: It used to be “all about the money” Now, it is about “the money”, and also treating people ethically, and making decisions inconsideration of sustainability and corporate social responsibility ORGANIZATIONS HAVE REALIZED THAT THE ‘OLD’ WAYS OF DOING BUSINESS AREN’T VIABLE IN TODAY’S GLOBAL ECONOMY. YOU HAVE TO CARE ABOUT THE PLANET (ENVIRONMENT, SUSTAINABILITY, COMMUNITIES), AND YOU HAVE TO CARE ABOUT PEOPLE AND TALENT (CRUCIAL AND NON-INIMITABLE ORGANIZATIONAL RESOURCES)

Treat your people right, and they will treat your customers right! Why Does HR Matter? Starbucks example (text p. 3) Treat your people right, and they will treat your customers right! *What makes Starbucks so popular? Why do they do such good business, why are they such a strong company? (name things) *Their employees make or break their business *Breakdowns in HR Processes- hiring, firing, training, compensation, etc.-  breakdown of their service  decrease profit *Workforce expenditures typically represent 60-70% of operating costs *What does starbucks DO? Training; health benefits; perks/free stuff; clear role and service expectations ; an investment in their human resources (employees) pays off in tangible business and brand results.

Intro to Our Course HRM 600

HRM 600 - Syllabus Goals and objectives of the course Using BB Required text Additional readings Grades Plagiarism

HRM 600 – Seminar in HRM Course structure Interactive, cases, discussions, exercises Thus, no laptops I will not cover all of the assigned readings in class, but all assigned reading is fair game for the exams Class Norms An open space of non-judgment If you disagree, that’s okay- do so respectfully Always, always, always participate! Stories, examples, etc. are always welcome. Bring your experiences into the classroom. BOTTOM ONE- TALK ABOUT SYLLABUS CONTENT THAT REFERS TO THIS You are expected to be adults, and complete your readings and homework. I may have pop quizzes. I will cold and warm call on you. In-class work is intended to supplement the readings. You are in an MBA program- this takes work! You have to do the work.

Communication Norms Elements of a professionally written email: Informative subject line Appropriate greeting Full sentences Capitalization Punctuation Signature I won’t respond to emails that aren’t professional. I will just respond that they need to revise the email.

Intro to HRM

Human Resource Management HRM = the policies, practices, and systems that influence employees’ behavior, attitudes, and performance Talent is a key competitive advantage Organizations can copy technology, systems, product design, etc…. Organizations cannot copy people Every company may someday have a CPO! The purpose of this class – as an employee and as a manager

Responsibilities of HR Departments (Functional Areas) Strategic HR planning Analysis and design of jobs Talent management (staffing, recruitment, selection) Training and development Performance management Compensation and benefits EE relations (including grievances, labor relations, unions) EE services Personnel records Health, safety, and well- being

Working in HR HR professionals (primarily generalists) play multiple roles with clients, including Per the text: credible activist, business ally, talent manager, strategic architect, culture/change steward, op executor I say: Consultant, coach, counselor, therapist, parent, advisor, leader, and tour guide For most HR jobs, you have to enjoy working with people You may be more of a “gardener” than a “flower” TURN TO PAGE 62: DO YOU HAVE WHAT IT TAKES TO WORK IN HR?? LET’S TAKE THIS TOGETHER!

Ethical HR An “undercurrent” throughout all HR functional topics This course takes an ETHICAL approach Studying ethical, moral, and values-based implications of HR decisions My ethical quandary when working in HR… Justice at work (process vs. outcome) Ethics in context E.g. international, global differences E.g., industry differences Ethical conflict at work (task, process, personal) An “undercurrent” throughout all HR functional topics How I had to make decisions often enough that were good for the organization, but NOT good for the person/people involved… Other typical ethical decisions that one must make as an HR official or as a people manager? We will discuss ethics and ethical implications in each HR functional area, through the topics themselves and/or as a part of case analyses

“Quick Chat” Find a partner Share any experience you have had with an ethical dilemma at work. Discuss: What was the situation/context? What were your options for action? What decision did you make? What was the outcome? 15-20 minutes to discuss As a class, discuss 2-3 of them. Identify and discuss the ethical dimensions.

Global HR This course takes a GLOBAL approach… Effect of globalization on HR practices Cross-cultural and comparative HR functions Expatriates and international work assignments … Focusing on benefits and costs of DIVERSITY Different age, gender, social class, ethnicity, physical ability, race, sexual orientation, etc. of EEs New ways ERs are expected to accommodate diverse groups (e.g., LGBT, age) Communicating, coaching, developing, giving feedback to culturally different others Goal = a comfortable work environment for all EEs to be productive, creative, satisfied Size of 16-24 year old labor force is shrinking; size of older labor force 55+ is growing Generational differences in the workplace- p. 38 Religion- recent change of religious dress and grooming LBGT- give example of 2001 presentation and today’s current unknowns regarding transgenders

“Quick Chat” Find a partner Share any experience you have had with an global work experience you have had. Discuss: What were the home and host countries? What were 1-2 good things or benefits of this experience? What were 1-2 challenges or issues faced during this experience? Do you have the desire to work internationally again? (short or long term) Why or why not? 15-20 minutes to discuss As a class, discuss 2-3 of them. Identify and discuss the global and international people practice and people management dimensions.

How HRM is Evolving

The HRM Profession HR salaries vary depending on education and experience, industry, and company’s “use” of HR Primary professional organization: Society for Human Resource Management (SHRM) Specialists vs. Generalists Very different jobs! Generalist = “conductors of the orchestra” Certifications PHR http://www.hrci.org/HRCertification.aspx?id=65 SPHR http://www.hrci.org/HRCertification.aspx?id=66 GPHR http://www.hrci.org/HRCertification.aspx?id=67

Potential Relationships between HR and Top Management Human Resources Top Management Human Resources Human Resources Depending on which business type yours is  VERY different HR experiences!! File Maintenance  Organization  Strategic Accountability Partnership

The HRM Function is Changing Less time on administrative tasks Self-service – online access to HR information Outsourcing – another company provides services More of a strategic business partner, change agent, and employee advocate Evidence-based HR (e.g. p. 24) Demonstrating that HR practices have a positive influence on the company’s bottom line or key stakeholders HR is a cost center! Via analytics (e.g. balanced scorecard…) Self service: e.g. creating HRIS to do things e.g. performance management, comp, personnel info Outsourcing: e.g. benefits, recruiting agencies Evidence: you constantly need to prove yourself, demonstrate why you are worth your salary! ;)

The Sustainability Challenge *Sustainability = the ability of a company to survive and succeed in a dynamic competitive environment, without sacrificing key resources *Changes in employment expectations: Changes in function/occupation (more to come!) Psychological contract Alternative work arrangements *Goal is employee engagement Key to sustainability is the long term. Through recessions, through political changes, through market shifts, through everything.

Legal and Ethical Issues: The Need to Stay Current Primary areas of the legal environment have influenced HRM over the past 25 years Equal employment opportunity (EEO) legislation Safety and health Pay and benefits Privacy Job security New changes (especially in CA!) Social media Wage and hour issues, breaks Affordable care act It’s hard to stay current, because they change all the time, and new cases appear all the time that set new precedent!