1. Human Resource Management in Organizations
MN 301 – Human Resource Management
Craig W. Fontaine, Ph.D.
Pine Manor College
Fall 2014

2. Types of Organizational Assets

3. Human Resource (HR) Management
The design and execution of formal organizational systems (HR) such that human talent can accomplish organizational goals

4. Human Capital
Collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce
Called intellectual capital to reflect following contributions of employees
Thinking
Knowledge
Creativity
Decision making

5. HRM Professionals with (and thru) the Organization’s Line Managers

6. Smaller Organizations and HR Management

7. Core Competency
Unique capability that creates high value in which an organization excels
Differentiates an organization from its competitors
Is a key determinant of competitive advantage
HR department focus on using people as a core competency

8. Where/How Employees Can be a Core Competency

9. Organizational Productivity

10. HR Approaches to Improving Productivity

11. HRM Practices also Impacts….
Organizational effectiveness
Quality
Customer Service

12. Organizational Culture
Shared values and beliefs in an organization
Evolves over a period of time
Provides employees with rules for behavior
Is constant and enduring
Determines organizational climate
Affects service and quality, organizational productivity, and financial results

13. HR Management Functions
Influenced by following forces of external environment
Global
Environmental
Geographic
Political, social, and legal
Economic, and technological

14. HR Management Functions
HR strategy and planning
Equal employment opportunity
Staffing
Talent management
Rewards
Employee relations

15. Mix of Roles for HR Departments

16. Roles of HR Management Administrative
Clerical administration, recordkeeping, legal paperwork and policy implementation
Major shifts - Use of technology and outsourcing
Operational and Employee Advocate
Work with managers and supervisors
Identify and implement needed programs and policies in the organization
Strategic
Address business realities
Focus on future business needs
Fit between human capital and business plans and needs

17. Current HR Management Challenges

18. Competition, Cost Pressures, and Restructuring
Job Shifts
Reduction in the number of existing employees.
Attract and retain employees with different capabilities
Skill Shortages
Inadequate supply of workers with the skills needed to perform the emerging new jobs

19. Globalization
Integration of global operations, management, and strategic alliances
Types of global workers
Expatriate: Citizen of one country working in a second country and employed by an organization headquartered in the first country
Host-country national: Citizen of one country working in that country and employed by an organization headquartered in a second country
Third-country national: Citizen of one country working in a second country and employed by an organization headquartered in a third country

20. Globalization - Legal and Political Factors
Many nations function under turbulent and varied legal and political systems
Role of HR professionals
Conducting comprehensive reviews of the political environment, national culture, and employment laws before beginning operations in a country

21. Challenges For Global Human Resource
Strategy
People
Complexity
Risk

22. Changing Workforce Racial/Ethnic Diversity Gender in the Workforce
Aging Workforce
Growth in Contingent Workforce

23. Advantages of Technology
Improves the efficiency of the administrative HR functions and reduces costs
Helps in strategic HR planning
Supports recruitment, selection and training
Contributes to organizational performance through collection and analysis of HR-related data

24. HR and Organizational Ethics

25. Ethical Behavior and Organizational Culture

26. Ethics and Global Differences
Differences in legal, political, and cultural values and practices in different countries
Global employers must comply with both their home-country laws and the laws of other countries

27. HR’s Role in Organizational Ethics

28. Examples of HR-Related Ethical Misconduct

29. Sarbanes-Oxley (SOX)Act
Reduces likelihood of illegal and unethical behaviors
HR issues - Major concerns are linked to executive compensation and benefits
Requires companies to:
Establish ethics codes
Develop employee complaint systems
Have anti-retaliation policies for employees who act as whistle blowers to identify wrongful actions

30. HR Management Competencies

31. HR Management as a Career Field

32. Human Resource Certification
HR professionals need knowledge in following areas
Employment regulations
Finance
Tax law
Statistics
Information systems

33. HR Certifications at a Glance