Human Resource Management

1. Major Categories of Human Resource Management Functions

Planning

a. Strategic Human Resource Management Ð'- The process of developing and implementing HR

policies and practices that directly support the major objectives and competitive strategy of

the organization.

b. Job Analysis Ð'- The process of obtaining and documenting information about the major

responsibilities, duties, and tasks of each job in an organization, as well as the major types

of knowledge, skills, and abilities required to perform the job.

c. Legal Compliance Ð'- The process of developing human resource policies and practices that

meet the requirements of local, state, and federal laws.

Staffing

a. HR Forecasting Ð'- The process of estimating (i.e., forecasting) labor demand and supply to

meet an organization's operating needs.

b. Employee Recruitment Ð'- The process of assessing the make-up of the labor market and

developing methods for contacting and communicating with job applicants in the market.

c. Employee Selection Ð'- The process of assessing the knowledge, skills, and abilities of job

applicants in order to make accurate hiring decisions.

Development

a. Career Counseling and Planning Ð'- The process of obtaining relevant information from

employees (such as personality traits, aptitudes, values, and job preferences) in order to

assist in the planning of careers within an organization.

b. Training and Development Ð'- The process of enhancing the knowledge and skills of

employees in order to increase job performance and organizational effectiveness.

Rewarding Employees

a. Wage and Salary Development Ð'- The process of developing internally and externally

equitable wages and salaries for the jobs within an organization.

b. Employee Benefits Ð'- The process of developing an effective and competitive benefits

package in order to maintain employee morale, reduce employee turnover, and attract job

applicants.

c. Pay Incentives Ð'- The process of developing and implementing incentive pay plans, such as

merit systems, bonuses, profit sharing, etc., to attract and motivate a high performing

workforce.

Maintaining Quality of Work Life and Discipline

a. Managing Employee and Labor Relations Ð'- The process of maintaining awareness of

employee attitudes, needs, and grievances, and communicating effectively with employees

to maintain positive relations and high morale.

b. Safety and Health Ð'- The process of evaluating and maintaining a safe and healthy work

environment for employees.

c. Maintaining Employee Rights and Discipline Ð'- The process of maintaining reasonable and

statutory employee rights, such as privacy, speech, and security, and providing consistent

and fair disciplinary policies to ensure positive relations with employees.

2. Environmental and Organizational Challenges for HR Managers

Environmental Challenges

Ð'* Rapid change in technology and market competition.

Ð'* Workforce diversity Ð'- increased minority make-up of workforce.

Ð'* Globalization Ð'- organizations competing and building facilities abroad.

Ð'* Rise of internet Ð'- increase marketing through internet and information search.

Ð'* Legislation Ð'- continued local, state, and federal legislation in HR domain.

Ð'* Evolving work and family roles Ð'- dual career households requiring accommodation.

Ð'* Skill shortages Ð'- low birth rates leading to shortages of workers.

Organizational Challenges

Ð'* Attempts to minimize costs, improve quality, and provide product innovations.

Ð'* Decentralization Ð'- distributing responsibility/authority to lower levels in company.

Ð'* Downsizing Ð'- redefining competitive advantage, eliminating some operations.

Ð'* Organizational restructuring Ð'- eliminating some operations, combining functions, etc.

Ð'* Self-managed teams Ð'- used to increase quality and increase employee commitment.

Ð'* Small businesses Ð'- maintain equitable HR policies to prevent loss of employees.

Ð'* Organizational culture Ð'- managing culture to support diversity and empowerment.

Ð'* Technology Ð'- implement new technology to increase production and quality.

Ð'* Outsourcing