MODULE 1 (1.1) Flashcards
is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
HUMAN RESOURCES
THE ROLE OF HRM
•STAFFING
•DEVELOPMENT OF WORKPLACE
•COMPENSATION AND BENEFITS ADMINISTRATION
•RETENTION
•TRAINING AND DEVELOPMENT
•DEALING WITH LAWS AFFECTING EMPLOYMENT
•WORKER PROTECTION
•COMMUNICATION
•AWARENESS OF EXTERNAL FACTORS
involves the entire hiring process from posting a job to negotiating a salary package.
•STAFFING
Every organization has policies to ensure fairness and continuity within the organization. One of the jobs of HRM is to develop the verbiage surrounding these policies. In the development of policies, HRM, management, and executives are involved in the process.
•DEVELOPMENT OF WORKPLACE
includes anything the employee receives for his or her work.
•COMPENSATION AND BENEFITS ADMINISTRATION
involves keeping and motivating employees to stay with the organization. Compensation is a major factor in employee retention, but there are other factors as well.
RETENTION
Once we have spent the time to hire new. employees, we want to make sure they not
only are trained to do the job but also continue to grow and develop new skills in their job
•TRAINING AND DEVELOPMENT
Human resource people must be aware of all the laws that affect the workplace.
•DEALING WITH LAWS AFFECTING EMPLOYMENT
Safety is a major consideration in all organizations. Oftentimes new laws are created with the goal of setting federal or state standards to ensure worker safety.
•Worker Protection
Good communication skills and excellent management skills are key to successful human resource management as well as general management.
•COMMUNICATION
the HR manager needs to consider the outside forces at play that may affect the organization. Outside forces, or extermal factors, are those things the company has mo direct control over.
•AWARENESS OF EXTERNAL FACTORS
Within the staffing function, there are four main steps:
1.Development of a staffing plan.
2.Development of policies encourage multiculturalism at work.
3.Recruitment
4. Selection
This plan allows HRM to see how many people they should hire based on revenue expectations.
1.Development of a staffing plan.
Multiculturalism in the workplace is becoming more and more important at we have many more people in variety of backgrounds in the
- Development of policies encourage multiculturalism at work.
This involves finding people to fill the open position.
- Recruitment
in this stage, people will be interviewed and selected and a proper compensation package wil negotiated. This step is followed by training, retention, and motivation.
- Selection
HRM, management, and executives are involved in the process. For example, the HRM professional will likely recognize the need for a policy or a change of policy, seek opinions on the policy, write the policy, and then communicate that policy to employees.
DEVELOPMENT OF WORKPLACE POLICIES
Some examples of workplace policies might be the following
Discipline process policy Vacation time policy
Dress code
Ethics policy
Internet usage policy
HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization. years of experience, education, and similar aspects.
COMPENSATION AND BENEFITS ADMINISTRATION
Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.
TRAINING AND DEVELOPMENT
Human resource people must be aware of all the laws that affect the workplace.
DEALING WITH LAWS AFFECTING EMPLOYMENT
An HRM professional might work with some of these laws:
Discrimination laws
Health-care requirements
Compensation requirements such as the minimum wage
Worker safety laws
Labor laws
It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards.
WORKER PROTECTION
Worker protection issues might include the following:
Chemical hazards
Heating and ventilation requirements
Use of “no fragrance” zones
• Protection of private employee information
External factors might include the following:
- Globalization and offshoring 2. Changes to employment law
- Health-care costs
- Employee expectations 5. Diversity of the workforce
- Changing demographics of the workforce
- A more highly educated workforce
- Layoffs and downsizing
- Technology used, such as HR databases
AWARENESS OF EXTERNAL FACTORS
External factors might include the following:
- Globalization and offshoring 2. Changes to employment law
- Health-care costs
- Employee expectations 5. Diversity of the workforce
- Changing demographics of the workforce
- A more highly educated workforce
- Layoffs and downsizing
- Technology used, such as HR databases
AWARENESS OF EXTERNAL FACTORS
