1. An Overview of Strategic Human Resource Management

2. Discussion Exercise What is Human Resource Management? What are the major Human Resource Management Responsibilities? What is the manager’s role? What is the human resource professional’s role?

3. An Overview of the The Functional Areas of Human Resource Management

4. 1. Planning and Selection Job Analysis and Job Description An example is posted on Blackboard under course documents Forecasting and Planning HR Needs Information from top executives Past experience and turnover Corporate strategy Staffing Recruiting and Screening Testing and Interviewing

5. 2. Measuring Performance and Employee Development Valid Performance Appraisals Analyzing Training Needs Conducting Training Programs Evaluating Program Effectiveness

6. Prescriptions for legally defensible appraisal systems Ensure that procedures for personnel decisions do not differ as a function of the race, sex national origin, religion, or age of those affected by such decisions. Use objective and uncontaminated data whenever they are available.

7. Prescriptions for legally defensible appraisal systems Provide a formal system of review or appeal to resolve disagreements regarding appraisals. Use more than one independent evaluator of performance. Use a formal, standardized system for personnel decisions.

8. Prescriptions for legally defensible appraisal systems Ensure that evaluators have ample opportunity to observe rate performance before they rate their subordinates. Avoid ratings on traits such as dependability, drive, aptitude or attitude.

9. Prescriptions for legally defensible appraisal systems Provide documented performance counseling prior to performance-based termination decisions. Communicate specific performance standards to employees. Provide raters with written instructions on how to complete performance evaluations.

10. Prescriptions for legally defensible appraisal systems Evaluate employees on specific work dimensions, rather than on a single overall or global measure. Require documentation in terms of specific behaviors (e.g.., critical incidents) for extreme ratings. Base the content of the appraisal form on a job analysis.

11. Prescriptions for legally defensible appraisal systems Provide employees with an opportunity to review their appraisals. Educate personnel decision-makers regarding laws on discrimination.

12. 3. Maintaining Effective Employee- Management Relations Developing Equitable Compensation Systems Internal, External and Individual Equity Collective Bargaining & Labor Relations 15 percent of workforce Resolving Grievances

13. 4. Uncovering and Resolving Employee Problems Assessing Employee Stress Employee Assistance Programs (EAPs)

14. 5. Anticipating and Coping with Change Implementing Fair Employment Legislation ADA, FMLA, HIPPA, Title VII, ADEA, etc…. Conducting Research to Evaluate Current Human Resource Management Practices Benchmarking Anticipating Future HRM Trends

15. Participants in the HRM Process Human Resource Professionals The changing role of the HR professional Internal consultant role Managers of Functional Areas Other Employees Stockholders and Board of Directors Public