McGraw-Hill/Irwin

Copyright 2014 by the McGraw-Hill Companies, Inc. All rights reserved.

Human Resource Management (HRM)

The policies, practices, and systems that influence employees: behavior attitudes performance

Human Capital an organizations employees described in terms of their: training experience judgment intelligence relationships Insight Employees are resources of the employer.
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FIGURE 1.1: HRM PRACTICES

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Figure 1.2: Impact of HRM

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Table 1.1: Responsibilities of HR Departments

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Managing Performance

Performance Management process of ensuring that employees activities and outputs match organizations goals. HR department develops or obtains questionnaires and other devices for measuring performance. High-performance work system- organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.
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Ensuring Compliance with Labor Laws

Government requirements include:

filing reports and displaying posters avoiding unlawful behavior

Managers depend on HR to help keep track of these requirements. Lawsuits influence HRM practices. Employees have rights of free consent, conscience, speech and due process.

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Supporting the Organizations Strategy

HR planning identifies numbers and types of employees organization requires to meet objectives. HR department helps manage change process. Evidence-based HR Collects and uses data to show that HR practices have a positive influence on the companys bottom line or key stakeholders. Corporate Social Responsibility- A companys commitment to meeting stakeholders needs. Stakeholders- parties with an interest in the companys success (shareholders, community, customers and employees).
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Figure 1.4: Supervisors Involvement in HRM

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Ethical companies act according to principles and standards:

Ethics fundamental principles of right and wrong; greatest good for greatest number, fair, equitable, and respect for human rights. In relationships, ethical companies emphasize mutual benefits and fairness. Employees assume responsibility for companys actions. Company has a sense of purpose or vision that employees value and use in their day-to-day work.

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