HUMAN RESOURCE MANAGEMENT

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HUMAN RESOURCE MANAGEMENT
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Class Agenda Nov. 15

• Mini Lecture
• Case assignment questions
• Next week

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Lecture Outline

• Central Questions
• What is HRM and what is its contribution?
• What is the managers role relative to HR?
• Lecture Content
• Examine HR system and its components
• Review three types of HR objectives
• Discuss strategic HRM and role of HR
  practitioners vs. organizational managers

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Why Study HRM?

• People are the essential resource of all
  organizations
• These human resources create organizational
  innovations and accomplishments
• Organizational success depends upon careful
  attention to people

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HRM System
HR Research
HR Planning, Recruitment and Selection
Human Resource Management
HR Development
Employee and Labour Relations
Compensation and Benefits
Occupational Health and Safety
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HR Planning, Recruitment and Selection

• Identifying organizations staffing needs through
  systematic assessments
• Attracting individuals with required skills and
  securing their job applications
• Screening and hiring those individuals best
  suited for the position and the organization

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HR Development

• Assessing employee performance and developing
  appropriate career plans
• Emphasis is on capitalizing on employee strengths
  and overcoming deficiencies
• Assessing organizational performance needs and
  creating organizational development (OD)
  initiatives
• Emphasis on altering firm environment to help
  make employees more productive

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Compensation and Benefits

• Providing employees with adequate and equitable
  rewards for their efforts in helping the
  organization meet its desired objectives
• Pay
• Benefits
• Non-financial rewards

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Occupational Health and Safety

• Ensuring a safe and healthy work environment
• Protect employees from injury in work-related
  accidents
• Workers compensation boards estimate 1,000
  workers killed and 1,000,000 workplace injuries
• Promote employee health and well being
• Fitness subsidies, smoking cessation and weight
  loss programs, EAP

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Employee and Labour Relations

• Cultivating good employee relations practices
  through a blend of corporate culture and HR
  practices
• Key dimensions include employee involvement,
  communication, counseling, discipline and rights
• In unionized environment also means maintaining
  good relations with union

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HR Research

• Conducting formal and informal research in order
  to ensure HRM system and its practices remain
  current and effective
• Goal is to develop most satisfied and productive
  work force possible

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Objectives of HRM
Organizational Objectives
Human Resource Management
Employee Objectives
Societal Objectives
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Objectives of HRM Organizational

• Contribute to organizational effectiveness
• Help the organization achieve its primary
  objectives
• Provide level of service appropriate to the
  organization

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Objectives of HRM Employee

• Assist employees in achieving their personal
  goals
• Employee performance may decline or employees may
  leave the organization if personal objectives are
  not considered

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Objectives of HRM Societal

• Respond to the needs and challenges of society
• Minimize negative impacts on the organization
• Reflect societys concerns, e.g. ecological

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Strategic HRM

• Linked to the strategic needs of an organization
• HR strategies and tactics tied to organization
  mission and strategy
• Requires HR strategies and tactics be mutually
  consistent
• If strategy is to attract and retain highly
  qualified staff need sound hiring and training
  practices

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HRM Strategies
Reactive
Proactive

• Decision-makers respond to problems rather than
  anticipate them

• Decision-makers anticipate problems and
  challenges and take action before a problem
  occurs

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HRM Small Organization

• A separate HR department
• Emerges when HR activities become a burden
• Emerges as a small department or an individual
  reporting to a middle manager
• Duties typically include
• Maintaining employee records
• Recruiting

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HRM Large Organization

• HR department usually grows in impact and
  complexity
• Specialists are added
• Employment
• Compensation
• Training, etc.
• Head of HR department may become a Vice President

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Role of HR Department

• Staff Authority
• Authority to advise, not direct managers in other
  departments
• Line Authority
• Possessed by managers of operating departments to
  make decisions about production, performance, and
  people
• Functional Authority
• HR makes decisions usually made by line or senior
  managers

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Role of Organizational Manager

• Dependent on size of organization and HR
  departments role
• Managers can work closely with HR staff or act
  very independently
• In latter case, organizational managers need to
  be well versed in HR practices

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IRQ Assignments

• Nov 17 Team B
• What are some of the biggest challenges facing
  todays HR managers and how are they responding?
• Nov. 22 Team A
• What is the Canadian Labour Code and why has
  government decided that it needs to be
  modernized?
• Nov 29 Team D
• What are the current union participation rates in
  Canada and the U.S., and why are they different?

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Next Class Nov. 17

• Performance Appraisal and Feedback
• Robbins and Langton
• P. 161-167
• P. 247-248