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• Human Resource Management

  The process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them
• What is capital?


  • Cash, valuables, or goods used to generate income for a business
• Every organization, large or small, uses a variety of capital to make the business work
• No matter the industry, all companies have one thing in common: They must have people to make their capital work for them
• Human resource management (HRM)

  The generation of revenue through the use of people's skills and abilities
• Changes in HRM over the last 20 years


  • HRM has an even more important role in today's organizations
• In the past, HRM meant processing payroll, sending birthday gifts to employees, arranging company outings, and making sure forms were filled out correctly—in other words, more of an administrative role rather than a strategic role crucial to the success of the organization
• Jack Welch, former CEO of General Electric and management guru: '"Get out of the parties and birthdays and enrollment forms.… Remember, HR is important in good times, HR is defined in hard times."'
• Every manager has some role relating to human resource management. Just because we do not have the title of HR manager doesn't mean we won't perform all or at least some of the HRM tasks
• Seven main roles that HRM plays in organizations

  • Staffing
  • Development of Workplace Policies
  • Compensation and Benefits Administration
  • Retention
  • Training and Development
  • Dealing with Laws Affecting Employment
  • Worker Protection
• Staffing

  1. Development of a staffing plan

  2. Development of policies to encourage multiculturalism at work

  3. Recruitment

  4. Selection
• Development of Workplace Policies

  • Discipline process policy
  • Vacation time policy
  • Dress code
  • Ethics policy
  • Internet usage policy
• Compensation and Benefits Administration


  Determining that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization
• Retention


  • The job they are performing
  • Challenges with their manager
  • Poor fit with organizational culture
  • Poor workplace environment
• Once we have spent the time to hire new employees, we want to make sure they not only are trained to do the job but also continue to grow and develop new skills in their job
• Examples of training programs


  • Job skills training, such as how to run a particular computer program
  • Training on communication
  • Team-building activities
  • Policy and legal training, such as sexual harassment training and ethics training
• Laws that affect the workplace that HRM professionals must be aware of

  • Discrimination laws
  • Health-care requirements
  • Compensation requirements such as the minimum wage
  • Worker safety laws
  • Labor laws
• Worker Protection


  • Chemical hazards
  • Heating and ventilation requirements
  • Use of "no fragrance" zones
  • Protection of private employee information
• Human Resource Management


  The management of an organization's workforce, or human resources
• Job Analysis

  • Conducted to determine the responsibilities inherent in the position
  • Determine the qualification needed by a person to fulfill his/her responsibilities
  • Essential when recruiting to find the right person for the job
• Importance of Job Analysis

  • Can enhance the success of HRM practices by laying the required foundation
  • Can help create competitive advantage
• Position

  Consist of the responsibility and duties performed by an individual. There are many positions in the firm as there are many employees.
• Job

  Group of positions that are similar in their duties.
• Occupation


  Group of jobs that are similar as to kind of work found throughout the industry. A category of work found in many firms.
• Occupation


  • Teaching
  • Driving
  • Security Guard
  • Doctor
• Job Analysis


  Procedure used for determining/collecting information relating to the operations and responsibility of a specific job. The end result are job description and job specification.
• Job Description


  Organized and factual statement of the duties and responsibilities of a specific job.
• Job Specification


  A written explanation of the minimum acceptable human qualities necessary for effective performance on a given job.
• Job Classification


  Grouping of jobs on some specified basis such as kind of work or pay.
• Job Evaluation


  Systematic and orderly process of determining the worth of a job in relation to other jobs. The objective is to determine the correct rate of pay.
• Tasks


  Coordinated and aggregated series of work elements used to produce an output.
• O*Net


  Online resource which has replaced the dictionary of job titles; list of job requirements for a very large number jobs.
• Functional Job Analysis


  A task-based or work-oriented technique describing the work performed.
• Position Analysis Questionnaire (PAQ)

  An example of a job analysis method.
• Uses of Job Analysis

  • Preparing the job description and writing the job specifications
  • Recruitment and selection
  • Determining the rate of compensations
  • Performance appraisal
  • Training
  • Career planning and development
  • Safety
  • Labor relations
• The internet has changed the way people do things (online shopping = more jobs on delivery services)
• With more young people online, the internet is also seen as a key venue for reaching the coveted youth market
• Rapid advances in computers and telecommunications technology are the main drivers behind the emergence of new job titles (auditor = e-commerce accountant)
• New Jobs and Hot Jobs for the 21st Century

  • Chart/board coordinator
  • Configuration manager
  • Device driver engineers
  • Network administrators
  • Network engineer
  • Page publisher
  • Web developer
  • E-business manager
  • E-consultant
• Job postings on a Web Site

  Very different from typical newspaper ads where you are paying per word posted in the spread