Human resrouce management 12th mathis jacson chapter 001

CHAPTER 1Changing Nature of Human Resource Management... ■ Describe how the major roles of HR management are being transformed.. ■ Discuss why ethical issues affect HR management.. Natu

CHAPTER 1Changing Nature of Human Resource Management

■ Define human capital and explain its importance.

■ Identify the seven categories of HR activities.

■ Describe how the major roles of HR management are

being transformed

■ Discuss four challenges facing HR today.

■ Identify the purposes and uses of HR technology.

■ Discuss why ethical issues affect HR management.

■ Explain the key competencies needed by HR

professionals and why certification is important

After you have read this chapter, you should be able to:

Nature of Human Resource Management

• Human Resource (HR) Management

 Designing management systems to ensure that

human talent is used effectively and efficiently to

accomplish organizational goals

• Who Is an HR Manager?

 In the course carrying out their duties, every operating manager is, in essence, an HR manager

 HR specialists design processes and systems that

operating managers help implement

Human Capital in Organizations

Core Competency

A unique capability that creates high value and differentiates an organization

from its competition.

5 Compensation and Benefits

6 Health, Safety, and Security

7 Employee and Labor Relations

FIGURE 1-1

HR Management

Activities

Rising Taxes Government Regulation

Compliance

HR Cooperation with Operating Managers

to managers for final review

hiring for certain job

• Managers

final interviewing

from HR unit

hiring where appropriate

information

on hiring/rejection decisions

HR Management Roles

HR Management Roles

Administrative

Operational and Employee Advocate

Strategic

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FIGURE 1-3 Changing Roles of HR Management

Note: Example percentages are based on various surveys.

FIGURE 1-4

Performance

Management

Linkage

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FIGURE 1-5 Fastest Growing Jobs to 2014

Source: U.S Bureau of Labor Statistics, www.bls.gov.

Current HR Management Challenges

Human Resource Management

Globalization of Business

Economic and Technological Changes

Organizational Cost Pressures and Restructuring

Workforce Demographics and

Diversity

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FIGURE 1-6 Family-Friendly Benefit Offerings

Source: Adapted from Benefits Survey Report (Alexandria,

VA: Society for Human Resource Management, 2006).

HR Technology

• Human Resource Management System (HRMS)

 An integrated system providing information used by

HR management in decision making

 Purposes and Benefits of HRMS

Administrative and operational efficiency

Availability of data for HR strategic planning

Automation of payroll and benefit activities

EEO/affirmative action tracking

Cost reductions for HR workflows

Bulletin

Boards Access Data Self-Service Employee Extended Linkage

Ethical Behavior and Organizational Culture

• Organizational Culture

 The shared values and beliefs in an organization

• Fostering Ethical Behavior (Sarbanes-Oxley)

 Have a written code of ethics and conduct standards

 Provide ethical behavior training and advice

 Establish confidential reporting systems for ethical

misconduct

 Provide whistle-blower protection

 Support HR’s role as “keeper and voice” of

organizational ethics

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FIGURE 1-7 Examples of Ethical Misconduct in HR Activities

Types of Misconduct Examples of Employee, Supervisor, and Managerial Behavior

Compensation • Misrepresenting hours and time worked

• Falsifying expense reports

• Personal bias in performance appraisals and pay increases

• Inappropriate overtime classifications Employee Relations • Employees lying to supervisors

• Executives/managers providing false information to public, customers, and vendors

• Personal gains/gifts from vendors

• Misusing/stealing organizational assets and supplies

• Intentionally violating safety/health regulations

Staffing and Equal

HR Management Competencies

and Careers

HR Competencies

A person who has responsibility

for performing a variety of HR

activities.

A person who has in-depth knowledge and expertise in

a limited area of HR.

FIGURE 1-8

HR Specialists

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FIGURE 1-9 HR Certification

Details on these certifications are available from the Human Resources Certification Institute, www.hrci.org.

The Human Resource Certification Institute offers three types of professional certifications for HR generalists.