HR Functional Areas
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Transcript HR Functional Areas
HRM 600 – Seminar in HRM
Dr. Dana (McDaniel) Sumpter
Human Resources
An overview of the people-related and human
resource organizational practices
The HR function/department
vs. the actual human resources
of an organization
About HR
“HR? They are like the
rats of the
organization”
-- A family friend’s
reaction when hearing
of my career in HR
Why HR Matters:
The Triple Bottom Line
The “Old” Bottom Line
The “Triple” Bottom Line
Ethical people practices and “CSR”
Why Does HR Matter?
Starbucks example (text p. 3)
Treat your people right, and they
will treat your customers right!
Intro to Our Course
HRM 600
HRM 600 - Syllabus
Goals and objectives of the course
Using BB
Required text
Additional readings
Grades
Plagiarism
HRM 600 – Seminar in HRM
Course structure
Interactive, cases, discussions, exercises
Thus, no laptops
I will not cover all of the assigned readings in class,
but all assigned reading is fair game for the exams
Class Norms
An open space of non-judgment
If you disagree, that’s okay- do so respectfully
Always, always, always participate! Stories,
examples, etc. are always welcome. Bring your
experiences into the classroom.
Communication Norms
Elements of a professionally written email:
Informative subject line
Appropriate greeting
Full sentences
Capitalization
Punctuation
Signature
Intro to HRM
Human Resource Management
HRM = the policies, practices, and systems that
influence employees’ behavior, attitudes, and
performance
Talent is a key competitive advantage
Organizations can copy technology, systems, product
design, etc….
Organizations cannot copy people
Every company may someday have a CPO!
The purpose of this class – as an
employee and as a manager
Responsibilities of HR Departments
(Functional Areas)
Strategic HR planning
Analysis and design of
jobs
Talent management
(staffing, recruitment,
selection)
Compensation and
benefits
EE relations (including
grievances, labor
relations, unions)
EE services
Training and development
Personnel records
Performance management
Health, safety, and wellbeing
Working in HR
HR professionals (primarily generalists) play multiple
roles with clients, including
Per the text: credible activist, business ally, talent
manager, strategic architect, culture/change steward,
op executor
I say: Consultant, coach, counselor, therapist, parent,
advisor, leader, and tour guide
For most HR jobs, you have to enjoy working with people
You may be more of a “gardener” than a “flower”
Ethical HR
This course takes an ETHICAL approach
Studying ethical, moral, and values-based implications of
HR decisions
My ethical quandary when working in HR…
Justice at work (process vs. outcome)
Ethics in context
E.g. international, global differences
E.g., industry differences
Ethical conflict at work (task, process, personal)
An “undercurrent” throughout all HR functional topics
“Quick Chat”
Find a partner
Share any experience you have had with an ethical
dilemma at work. Discuss:
What was the situation/context?
What were your options for action?
What decision did you make?
What was the outcome?
Global HR
This course takes a GLOBAL approach…
Effect of globalization on HR practices
Cross-cultural and comparative HR functions
Expatriates and international work assignments
… Focusing on benefits and costs of DIVERSITY
Different age, gender, social class, ethnicity, physical ability,
race, sexual orientation, etc. of EEs
New ways ERs are expected to accommodate diverse groups
(e.g., LGBT, age)
Communicating, coaching, developing, giving feedback to
culturally different others
Goal = a comfortable work environment for all EEs to be
productive, creative, satisfied
“Quick Chat”
Find a partner
Share any experience you have had with an global
work experience you have had. Discuss:
What were the home and host countries?
What were 1-2 good things or benefits of this
experience?
What were 1-2 challenges or issues faced during
this experience?
Do you have the desire to work internationally
again? (short or long term) Why or why not?
How HRM is Evolving
The HRM Profession
HR salaries vary depending on education and experience,
industry, and company’s “use” of HR
Primary professional organization: Society for Human
Resource Management (SHRM)
Specialists vs. Generalists
Very different jobs!
Generalist = “conductors of the orchestra”
Certifications
PHR http://www.hrci.org/HRCertification.aspx?id=65
SPHR http://www.hrci.org/HRCertification.aspx?id=66
GPHR http://www.hrci.org/HRCertification.aspx?id=67
Potential Relationships between
HR and Top Management
Top
Management
Top
Management
Top
Management
Human
Resources
File Maintenance
Human
Resources
Organization
Accountability
Strategic
Partnership
Human
Resources
The HRM Function is Changing
Less time on administrative tasks
Self-service – online access to HR information
Outsourcing – another company provides services
More of a strategic business partner, change agent, and
employee advocate
Evidence-based HR (e.g. p. 24)
Demonstrating that HR practices have a positive influence
on the company’s bottom line or key stakeholders
HR is a cost center!
Via analytics (e.g. balanced scorecard…)
The Sustainability Challenge
*Sustainability = the ability of a company to
survive and succeed in a dynamic competitive
environment, without sacrificing key resources
*Changes in employment expectations:
Changes in function/occupation (more to
come!)
Psychological contract
Alternative work arrangements
*Goal is employee engagement
Legal and Ethical Issues:
The Need to Stay Current
Primary areas of the legal environment have
influenced HRM over the past 25 years
Equal employment opportunity (EEO) legislation
Safety and health
Pay and benefits
Privacy
Job security
New changes (especially in CA!)
Social media
Wage and hour issues, breaks
Affordable care act