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MGMT 471: Human

Resource Management
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MGMT 471: 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 professional?
Every manager performs HR functions.
HR professionals/consultants design processes
and systems that managers help implement.

Types of
Organizational
Assets/Resources
Physical
Financial
Intangible
Human
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Human Capital
Human Capital

Core Competency

Collective value of the


capabilities, knowledge,
skills, life experiences,
and motivation of an
employee or workforce.

A unique capability that


creates high value and
differentiates an
organization from its
competition.

HR Activities
1.

Strategic HR Mgmt: Consulting

2.

Equal Employment Opportunity

3.

Planning, Recruiting and Staffing

4.

HR Development & Performance


management

5.

Compensation and Benefits

6.

Health, Safety, and Security

7.

Employee and Labor Relations


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HR
Activities

Smaller Organizations
and HR Management

Competing for qualified workers


Relative cost of benefits
Rising taxes, overhead
Government regulation
compliance

HR Cooperation with Line


Managers: Interviewing
Example

HR Unit
Develops legal, effective
interviewing techniques
Trains managers in
conducting selection
interviews
Conducts interviews and
testing
Sends top three applicants
to managers for final review
Checks references
Does final interviewing and
hiring for certain job
classifications

Managers
Advise HR of job openings
Decide whether to do own
final interviewing
Receive interview training
from HR unit
Do final interviewing and
hiring where appropriate
Review reference
information
Provide feedback to HR
unit on hiring/rejection
decisions
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FIGURE

Training Example: A Typical


Division of HR Responsibilities

HR Management Roles
Administrative
Operational

advocate
Strategic

and employee

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Changing Roles of HR Management

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Old vs.
New
Paradigm

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Contemporary HR
Management Challenges

Globalization
Economic conditions
Technological changes
Workforce demographics and
diversity
Organizational pressures/issues
Restructuring
Budget constraints
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Employee-Friendly Benefit Offerings

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HR and 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, etc.

Automation of payroll / benefit activities

EEO/affirmative action tracking, DOCUMENTATION

ROI data compilation

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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 vehicle, protection
Support HRs role as keeper and voice of
organizational ethics
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Examples of Ethical Misconduct related to


HR Activities
Types of Misconduct

Examples of Employee, Supervisor, and Managerial Behavior

Compensation

Employee Relations

Staffing and Equal


Employment

Misrepresenting hours and time worked


Falsifying expense reports
Personal bias in performance appraisals and pay increases
Inappropriate overtime classifications
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
Favoritism in hiring and promotion
Sexual harassment
Sex, race, and age discrimination in hiring, discipline, and
termination
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Assessing HR Effectiveness

HR Audit
Formal research effort evaluating the
current state of HR management in an
organization
Audit areas:
Legal compliance
Administrative processes
Recordkeeping
Employee retention
Benefits
Absenteeism and turnover control
Performance management system

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Trends related to HR

Diversity
Unemployment rate
Boomers
Employees, employer less committed
Health coverage costs up 78%, workers
worried
Only 43% satisfied with current jobs
31% plan to look for a new job in 2008
Housing market
Time, flexibility highly important to 65%
Ethics, privacy
Technology
Outsourcing www.shrm.org/hrmagazine/07Trendbook

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HR Competencies
and Careers

Competencies

Strategic consultation
Business knowledge
HR practice development
Implementation of HR practice
Technological expertise
Credibility, ethicality
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HR Management as a
Career
HR Generalist

A person who has


responsibility for
performing a wide
variety of HR
activities.

HR Specialist

A person who has


in-depth knowledge
and expertise in a
limited area of HR.

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FIGURE 1-8

HR Specialists

Source: HR Department Benchmarks and Analysis 2007


(Washington, DC: Bureau of National Affairs, 2007), 131.
To purchase this publication and find out more about BNA
HR solutions, visit http://hrcenter.bna.com or call 800-3721033. Used with permission.

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Median HR Salaries
(2007)
HR Generalist

$55,900

Training Specialist

$55,500

Compensation Analyst

$62,400

Benefits Manager

$89,200

HR Manager

$80,700

Top HR Executive

$170,000
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FIGURE 1-9

HR Certification

The Human Resource Certification Institute


(HRCI) offers three professional certifications
for HR generalists.

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

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HR Organizations

Society for Human Resource


Management (SHRM) www.shrm.org
American Society for Training &
Development (ASTD) www.astd.org
Academy of Human Resource
Development (AHRD) www.ahrd.org
Society for Industrial and
Organizational Psychologists (SIOP)
www.siop.org
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Local SHRM
Opportunities

ISU Student Chapter of SHRM


www.stuorg.iastate.edu/shrm/

Cyclone Chapter (professional)


www.cycloneshrm.org

Greater Des Moines Chapter


www.cishrm.org

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Why YOU should join


the ISU SHRM chapter:

HR interest
Guest speakers
Free Cyclone SHRM membership
Networking
Leadership opportunities
Resume building
Food
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Other websites of
interest
www.dol.gov
www.bls.gov
www.hrci.org
www.diversityinc.com

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