SEVEN MAIN ROLES THAT HRM

Question 1

· You need people to perform tasks and get work done in the organization. Even with the most sophisticated machines, humans are still needed. Because of this, one of the major tasks in HRM is staffing.

· Staffing involves the entire hiring process from posting a job to negotiating a salary package. Within the staffing function, there are four main steps:

·Development of a staffing plan. This plan allows HRM to see how many people they should hire based on revenue expectations.

· Development of policies to encourage multiculturalism at work- Multiculturalism in the workplace is becoming more and more important, as we have many more people from a variety of backgrounds in the workforce.

·Recruitment. This involves finding people to fill the open positions.

Selection. In this stage, people will be interviewed and selected, and a proper compensation package will be negotiated. This step is followed by training, retention, and motivation.

Answer 1

staffing

Question 2

-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.
Some examples of workplace policies might be the following:
· Discipline process policy
· Vacation time policy
· Dress code
· Ethics policy
Internet usage policy

Answer 2

2. DEVELOPMENT OF WORKPLACE POLICIES

Question 3

· HRM professionals need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization.
· Compensation includes anything the employee receives for his or her work.
· In addition, 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.
Examples of employee compensation include the following:
· Pay
· Health benefits
· Retirement plans
· Stock purchase plans
· Vacation time
· Sick leave
· Bonuses
· Tuition reimbursement

Answer 3

3.COMPENSATION AND BENEFITS ADMINISTRATION

Question 4

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.
· Ninety percent of employees leave a company for the following reasons:
· Issues around the job they are performing
· Challenges with their manager
· Poor fit with organizational culture
· Poor workplace environment
· Despite this, 90 percent of managers think employees leave because of pay (Rivenbark, 2010). As a result, managers often try to change their compensation packages to keep people from leaving, when compensation isn’t the reason, they are leaving at all.

Answer 4

4.retention

Question 5

· 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. This results in higher productivity for the organization.
· Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.
· Examples of training programs might include the following:
· Job skills training, such as how to run a particular computer program
· Training on communication
· Team-building activities
· Policy and legal training, such as sexual harassment training and ethics training

Answer 5

5.TRAINING AND DEVELOPMENT

Question 6

· Human resource people must be aware of all the laws that affect the workplace.
· 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
· The legal environment of HRM is always changing, so HRM must always be aware of changes taking place and then communicate those changes to the entire management organization. Rather than presenting a chapter focused on HRM laws, we will address these laws in each relevant chapter.

Answer 6

6.DEALING WITH LAWS AFFECTING EMPLOYMENT

Question 7

· 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.
· Unions and union contracts can also impact the requirements for worker safety in a workplace. 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 issues might include the following:
· Chemical hazards
· Heating and ventilation requirements
· Use of “no fragrance” zones
· Protection of private employee information

Answer 7

7.WORKER PROTECTION

Question 8

Besides these major roles, good communication skills and excellent management skills are key to successful human resource management as well as general management.

Answer 8

COMMUNICATION