Human Resource Management Trends and Competencies by Dr. James J. Kirk adapted from David Forman’s Human Resources Today and Tomorrow

What You Will Learn n HRM Historical Developments n Current Focus of HRM Professionals n Future Focus of HRM Professionals n Emerging HRM Trends n Changing HRM Roles n SHRM Competency Initiative n Senior Level HRM Competencies

HRM’s Past Early Stages:

Unions/Depression & Recovery/Job Creation/WWII n 1926 –Railway Labor Act enacted. Among other things, this law established the rights of covered employees. n 1931 –Davis Bacon Act is passed. This law deals with wage rates on public contraction projects.

Unions/Depression & Recovery/Job Creation/WWII n 1932 –Norris-LaGuardia Act is passed. This law restricted the use of injunctions against labor organizations and outlawed yellow-dog contracts. It prohibited the use of condition-of-employment contracts that required job applications not to become union members nor to remain a union member.

Unions/Depression & Recovery/Job Creation/WWII n 1935 –The National Labor Relations Act (Wagner Act) passed. This comprehensive law provided workers and union broadly protected rights to form and join labor union. n 1935 –The Social Security Act is passed to provide for the general welfare by establishing a system of Federal old-age, survivor and disability benefits.

Unions/Depression & Recovery/Job Creation/WWII n 1938 –The Fair Labor Standards Act (often called the Wage-Hour Law) is passed. It provided a minimum wage. n 1947 –The Labor Management Relations Act (Taft Hartley) passed. This law was a major amendment to the Wagner Act of Major changes to the Wagner Act included provisions to cite unions for unfair labor practices and prohibit the closed shop.

Civil Rights Stage n n Equal Rights n Equal Opportunity/Benefits/Safety

Civil Rights Stage n 1959 –The Labor Management Reporting and Disclosure Act (Landrum-Griffin) passed. n 1962 –President Kennedy, through executive order 10988, permits federal employees to unionize.

Civil Rights Stage n 1963 –The Equal Pay Act is passed. n 1964 –The Civil Rights Act is passed. n 1965 – President Johnson, through executive order 11246, establishes the Office of Federal Contract Compliance.

Civil Rights Stage n 1967 –Age Discrimination in Employment Act is passed. n 1970 –Occupational Safety and Health Act (OSHA) is passed.

Civil Rights Stage n 1974 –Employee Retirement Income Security Act (ERISA) is passed. n 1978 –Pregnancy Act of 1978 is passed.

Government As Policy Maker Stage n n Changing Workforce/Disabled Workers n Families/Privacy/Benefits/Substance Abuse n Quality Of Worklife

Government As Policy Maker Stage n 1982 –Job Partnership Training Act is Passed. n 1985 –COBRA (Consolidated Omnibus Budget Reconciliation Act) is passed. Among other things, deals with employee health plans. n 1986 –Tax Reform Act of 1986 is passed.

Government As Policy Maker Stage n 1987 –Immigration Control and Reform Act is passed. n 1988 –WARN Act - Workers Adjustment and Retraining Act is passed. n 1988 –Drug Free Work Place Act is passed.

Government As Policy Maker Stage n 1990 –Americans with Disabilities Act (ADA) is passed. n 1990 –Older Workers Benefit Protection Act is passed.

Government As Policy Maker Stage n 1991 –Civil Rights Amendments Act is passed. n 1992 –Family and Medical Leave Act (FMLA) is passed.

In Our Lifetime

The Future n “The Problem with the future is that it keeps getting closer and closer.” n “The Future arrived when we weren’t looking, so we’re still dealing with issues, ideas and programs that don’t fit the world’s new realities.”

The Paradigm Graveyard n Quality Circles n Management by Objectives (MBO) n Total Quality Management (TQM) n Transactional Analysis

Question Do you and your boss share the same vision of what your job ought to be? ?

Current Focus Of HR Professionals: Ranked by HR Professionals 1. Benefits 2. Recruitment 3. Healthcare 4. EEO/Sexual Harassment 5. Selection

Current Focus Of HR Professionals: Ranked by Senior Managers 1. Healthcare 2. Benefits 3. Wages and Salaries 4. EEO/Sexual Harassment 5. Recruitment

Future Focus Of HR Professionals Five Years into the Future

Future Focus Of HR Professionals: Ranked By HR Professionals 1. Strategic Planning 2. Team Building 3. Quality Improvement 4. Diversity Management 5. Training

Future Focus Of HR Professionals: Ranked by Senior Managers 1. Training 2. Healthcare 3. Performance Management 4. Benefits 5. Team Building

Emerging Trends In The Workplace n Diversity in the workplace n The shamrock organization n Work/life relationships n Changing organization structures

Workforce Core Workers Flexible Labor Force Contract Workers

HR Transformation Human resources is being transformed from a specialized, stand-alone function to a broad corporate competency in which HR and line managers build partnerships to gain competitive advantage and achieve overall business goals.

General Agreement On That line and HR partnerships are essential to fulfill the changing mission of HR and to support broad business strategy.

What CEO’s Want From Their Human Resource Professionals Operational Level Strategic Level

At The Operational Level n An in-depth knowledge of human resources. n Technical expertise. n Short term focus.

At The Strategic Level n Being visionary, proactive, innovative, and aggressive in their approach.

Functional Specialists To Business Partner

The SHRM Competency Initiative Standards of Excellence for Human Resource Executives

Competency Ability Capability Proficiency Skills Expertness Mastery Know-How

Interpretation The goods What it takes The right stuff

SHRM Competency Initiative n 1. Purpose –To clarify and quantify the competencies of effective HR leaders.

SHRM Competency Initiative n 2. Goals –Assist HR leaders by helping them-- n Develop those competencies critical to their successes. n Build an HR function that is visionary, proactive, and imaginative

SHRM Competency Initiative n 3. Questions –What are the current and emerging trends in business? –What are the competencies critical to success?

SHRM Competency Initiative n 4. Methodology –Interview C.E.O.s - (their views and expectations) –Focus Groups of senior HR leaders –Interviews and questionnaires –Study of trends, literature, and other data

Four Pressures For Change n Increasing global market n Shifting work force demographics n A bottom line orientation n Fast-paced technological change

Human Resources Body Of Knowledge

1.0 Senior Level Goal and Action Management Skills 1.1 Efficiency Orientation 1.2 Proactivity 1.3 Concern With Impact 1.4 Decisiveness

2.0 Senior Level Functional and Organizational Leadership Skills 2.1 Developing Others 2.2 Group Management Skills 2.3 Functional Marketing 2.4 Leading Through Vision 2.5 Integrity

3.0 Senior Level Influence Management Skills 3.1 Perceptual Objectivity 3.2 Coalition/Network Building 3.3 Communication Process Skills 3.4 Negotiation Skills

4.0 Senior Level Business Knowledge 4.1 Strategic Focus 4.2 Organizational Awareness 4.3 Industry Knowledge 4.4 Value-added Perspective 4.5 General Management Skills

5.0 Senior Level HR Technical Proficiency 5.1 Human Resource Planning, Selection and Placement 5.2 Training and Development 5.3 Employee and Labor Relations 5.4 Compensation and Benefits

5.0 Senior Level HR Technical Proficiency (Continued) 5.5 Health, Safety, and Security 5.6 Personal Research 5.7 Organizational Development 5.8 Human Resource Information Systems

To Be The Best The best HR function offers four things to the company –Help line managers execute their business strategy –Make the organization more efficient –Increase employee commitment to the company –Increase the company’s capacity for change

The HRM Executive Is A n Human Resource Expert n Management Expert n Industry Expert n Platform Speaker n Organizational Development Consultant n Strategic Planning Consultant n Futurist n Business Partner

What You Have Learned n HRM Historical Developments n Current Focus of HRM Professionals n Future Focus of HRM Professionals n Emerging HRM Trends n Changing HRM Roles n SHRM Competency Initiative n Senior Level HRM Competencies