HUMAN RESOURCE MANAGEMENT

• Pre Hiring stage - determine the right number and type of people needed to fill up position in the organization along with their required qualification.
• activities performed during pre hiring stage - HRP and job analysis
• Hiring stage (two activities) - recruiting and selecting
• post hiring stage - carry out certain HRM practices program that enchance employee's performace level, such as training and development, performance appraisal, compensation and benefits administration, employee health and safety, and separation.
• Frederick Taylor - introduced the book which is THE SHOP MANAGEMENT, which featured proper selection and training of employee in a scientific way.
• Frederick Taylor - father of scientific management
• 1890-1910 - Frederick Taylor introduced management approach known as scientific management that focuses in the idea of scientific selection and employee based their capabilities.
• 1910-1930- most companies started to develop departmental units focused on maintaining the well being of employees. Industrial psychology, beginning of WW1.
• 1930-1945 - hawthrone studies started to have a tremendous effect on management studies. Elton Mayo
• 1945-1965 - birth of union membership, gave importance to employee-employeer relatioships. Labor of union
• 1965-1985 - Civil Rights Act of 1964 reached its highest point when it prohibited discriminatory practices baes on an individual's age, sex, color, religious affiliation, ect.
• 1985-present - diverse labor force, globalization and strategic HRM function were three pressing concerns during this period. world trade organization
• Human relations - greatly influence worker's level satisfaction and productivity.
• Human Resource Management - wide range basic ideas that include recruitment, selection, training and development, performance appraisal, compensation, safety and health, and other productivity improvement programs.
• Entrepreneurs - motivation and persistence are among them. They have to meet a lot of challenges in handling and managing workers, especially in training, designing a compensation structure, or building a friendly company culture.
• Employees - one of the company's valuable assets.
• Supervisor and Leaders - good boss should always bear in mind that every HR decision they make and policies they formulate should be anchored to what the job requires and not a certain biases.
• HRM - Continuing process of managing people and their activities at work while squeezing out the best potential from what they become.
• It is prevalent in nature - HRM present and performed in all operational and functional areas of management within an organization. In other words, it is not "on-off".
• It is dynamic - does not depend on written rules and policies to solve problem; rather it focuses in what can be done through logical and well-grounded solution decision. Find ways to change situation for the betterment of the organization and its employees.
• It is individually oriented - each employee is considered a human being that is worthy of respect and compassion.
• It is employee-oriented - employees are the doing individuals of an organization. Rewarding them for their contribution to organizational success.
• it is forward-looking - should effectively envision and assess labor needs for a given period of time.
• it is growth-oriented - enchance conceptual and analytical skills of its employee.
• Job rotation - one way for employee to learn various skills.
• human resource planning (HRD) - is a function of HRM.
• HRM - long term
• HRD - short term
• employee cycle - the pre-hiring stage, hiring stage, post-hiring stage.
• non HR personnel - entrepreneurs, employees, supervisor, and leaders.
• the goal of the law - is to make certain individual who seek employment is equal chance,
• Employment discrimination - unjust or prejudical treatment.
• bona fide occupational requirement - which means that the company must be able to prove that the requirement is indeed essential.
• 2 categories of people protected by eeo - protected classification and protected groups.
• Protected Classification - people who are lawfully protected against employment discrimination based on their age, gender, skin, color, ethnicity, and physical or mental disability.
• Protected Groups - sub categories of people which each protected classification. Ex: white, black, brown, are protected groups under the protected classification of skin color
• Intentional discrimination or Disparate treatment -employer makes a gesture that intentionally treats an individual differently on the basis of some form of criteria.
• Unintentionally Discrimination or Disparate Impact - indirect type of discrimination, work-related gives unequal chances to individual from various protected groups.
• Equal Employment Opportunity (EEO) - guarantee that anyone, despite his age, color, dissability, sex, has equal chance of employment based on his or her qualification inventory.
• Affirmative action - beyond equal employment opportunity by compelling employers to take certain steps to provide those in the protected group fair chances for employment.