mathis 12e ch01 sh

© 2008 Thomson/South-Western All rights reserved. PowerPoint Presentation by Charlie CookThe University of West Alabama

CHAPTER 1CHAPTER 1

Changing Nature of Human Changing Nature of Human Resource ManagementResource Management

© 2008 Thomson/South-Western. All rights reserved. 1–2

Nature of Human Resource Nature of Human Resource ManagementManagement• Human Resource (HR) ManagementHuman Resource (HR) Management

Designing management systems to ensure that Designing management systems to ensure that human talent is used effectively and efficiently to human talent is used effectively and efficiently to accomplish organizational goals.accomplish organizational goals.

• Who Is an HR Manager?Who Is an HR Manager? In the course carrying out their duties, every operating In the course carrying out their duties, every operating

manager is, in essence, an HR manager.manager is, in essence, an HR manager. HR specialists design processes and systems that HR specialists design processes and systems that

operating managers help implement.operating managers help implement.


Types of Organizational AssetsTypes of Organizational Assets

Assets

Physical Financial Intangible Human


Human Capital in OrganizationsHuman Capital in Organizations

Human Capital

The collective value of the capabilities, knowledge,

skills, life experiences, and motivation of an

organizational workforce.

Core Competency

A unique capability that creates high value and

differentiates an organization from its

competition.


Categories of HR ActivitiesCategories of HR Activities1.1. Strategic HR ManagementStrategic HR Management

2.2. Equal Employment OpportunityEqual Employment Opportunity

3.3. StaffingStaffing

4.4. HR DevelopmentHR Development

5.5. Compensation and BenefitsCompensation and Benefits

6.6. Health, Safety, and SecurityHealth, Safety, and Security

7.7. Employee and Labor RelationsEmployee and Labor Relations


FIGURE 1-1

HR Management Activities


Smaller Organizations and HR Smaller Organizations and HR ManagementManagement

Issues

Shortage of Qualified Workers

Increasing Costs of Benefits

Rising TaxesGovernment RegulationCompliance


HR Cooperation with Operating ManagersHR Cooperation with Operating Managers• HR UnitHR Unit

Develops legal, effective Develops legal, effective interviewing techniquesinterviewing techniques

Trains managers in Trains managers in conducting selection conducting selection interviewsinterviews

Conducts interviews and Conducts interviews and testingtesting

Sends top three applicants Sends top three applicants to managers for final reviewto managers for final review

Checks referencesChecks references Does final interviewing and Does final interviewing and

hiring for certain job hiring for certain job classificationsclassifications

• ManagersManagers Advise HR of job openingsAdvise HR of job openings Decide whether to do own Decide whether to do own

final interviewingfinal interviewing Receive interview training Receive interview training

from HR unitfrom HR unit Do final interviewing and Do final interviewing and

hiring where appropriatehiring where appropriate Review reference Review reference

information information Provide feedback to HR unit Provide feedback to HR unit

on hiring/rejection decisionson hiring/rejection decisions


FIGURE 1-2 Typical Division of HR Responsibilities: Training


HR Management RolesHR Management Roles

HR Management Roles

Administrative

Operational and

Employee Advocate

Strategic


FIGURE 1-3 Changing Roles of HR Management

Note: Example percentages are based on various surveys.


Current HR Management ChallengesCurrent HR Management Challenges

HumanResource

Management

Globalization of Business

Economic and Technological

Changes

Organizational Cost Pressures

and Restructuring

Workforce Demographics and Diversity


HR TechnologyHR Technology• Human Resource Management System (HRMS)Human Resource Management System (HRMS)

An integrated system providing information used by An integrated system providing information used by HR management in decision making.HR management in decision making.

Purposes and Benefits of HRMSPurposes and Benefits of HRMS

Administrative and operational efficiencyAdministrative and operational efficiency

Availability of data for HR strategic planningAvailability of data for HR strategic planning

Automation of payroll and benefit activitiesAutomation of payroll and benefit activities

EEO/affirmative action trackingEEO/affirmative action tracking

Cost reductions for HR workflowsCost reductions for HR workflows


Uses of a Web-Based HRMSUses of a Web-Based HRMS

HRMS on the

Internet

Bulletin Boards

Data Access

Employee Self-

Service

Extended Linkage


Ethical Behavior and Organizational Ethical Behavior and Organizational CultureCulture• Organizational CultureOrganizational Culture

The shared values and beliefs in an organizationThe shared values and beliefs in an organization

• Fostering Ethical Behavior (Sarbanes-Oxley)Fostering Ethical Behavior (Sarbanes-Oxley) Have a written code of ethics and conduct standardsHave a written code of ethics and conduct standards Provide ethical behavior training and adviceProvide ethical behavior training and advice Establish confidential reporting systems for ethical Establish confidential reporting systems for ethical

misconductmisconduct Provide whistle-blower protectionProvide whistle-blower protection Support HR’s role as “keeper and voice” of Support HR’s role as “keeper and voice” of

organizational ethicsorganizational ethics


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 EqualEmployment

• Favoritism in hiring and promotion• Sexual harassment• Sex, race, and age discrimination in hiring, discipline,

and termination


HR Management as a Career FieldHR Management as a Career Field

HR Generalist HR Specialist

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 1-9 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.

mathis 12e ch01 sh

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