Explain each of the three reasons why HR Management is important to all managers. ?Additionally, provide an example for each of your reasons. ? ?2. Jennifer is one of your fellow mana

Human Resources Management

Module 1: The Role of Human Resources

Module Learning Outcomes

• Explain the concept of Human Resources (HR) Management (HRM)

• Describe the functions of HRM

What HR related tasks do line managers do?

Human Resources Management

• Human resource (HR) management is the process of effectively managing an organization's employees, commonly known as its human resources or human capital. -Society for Human Resource Management (SHRM)

• Finding, hiring, and developing the right people for the right positions in a compliant manner.

The Role of Human Resources

There are several roles of human resources within an organization:

• Ensure the organization has the right talent to achieve its strategic goals

• Develop people-related structures, policies, and procedures

• Ensure compliance with internal policy

• Ensure compliance with relevant federal and state legislation

Why HR Management is Important to All Managers

• You want to avoid employee related mistakes

• You need to create and sustain employee engagement

• You need to maximize employee performance in order to favorably impact profitability.

Trends in Human Resources Management

Universal • Changes in workforce composition

• Increasing workforce diversity

• Increased employee expectations of employers

• Changes in societal expectations

• Infrastructural obsolescence

• Changes in the nature of work

• Market and industry 4.0

• Changes in the evaluation and valuation of talent

• ”Reskilling imperative”

• Increasing geopolitical risks

Current Context • Unprecedented turnover

• Labor shortages

• Wage pressure

• Clarity

• Tectonic shifts in employee

expectations

Functions of Human Resources Management

Staffing Job and employee lifecycle function; beginning with job development and ending with employee separation

Training & Development Socialization, training, and development for individuals and organization

Compensation/ Rewards Things that influence motivation, as well as compensation and benefits management

Administration Regulatory compliance and employee relations

The HR Management Process

Job Description Recruit

Candidates Select/Hire

Onboard/Orient Goal

Setting/Training Feedback

Development Recognition/

Rewards Promote/Leave

Metrics

Quantitative assessments used to measure the effectiveness of business practices

• Human Resources Metrics

• Compensation Metrics

• Employment Metrics

Working in Human Resources

Human Resources Specialist

• Development and support for one or more HR function

• Entry level position

• 10% projected growth

Compensation & Benefits Specialist

• Help plan and administer programs that reward employees

• 0–5 years experience needed

• 11% projected growth

Training & Development

Specialist

• Help plan, conduct, and administer programs that improve employees’ skills

• 0–5 years experience needed

• 11% projected growth

Quick Review

• The key role of HR is to ensure the right talent is selected for an organization’s strategic goals

• HR is shaped by the same trends affecting the global business market

• Staffing, Training & Development, Compensation, and Administration are the key functions of HR

• Metrics are useful to determine the impacts of human resources on an organization

• Overall, HR careers will continue to grow and be important roles in the workforce

• Continual training and development will continue to be important in human resource management career advancement

Human Resources Management

Module 2: Human Resource Strategy and Planning

Module Learning Outcomes

Discuss how strategic analysis, competitive strategy and execution impact human resource management strategy and planning.

• Strategic Management Process (the same one from MGMT 1010)

• HR Strategic Planning

Strategy Process – MGMT 1010

Strategic Analysis

Levels of Strategy

Strategy Formulation

Levels of Strategy

Implementation

Strategy Implementation

• Competitive strategy => strategic goals with timelines

• What this means for HR = alignment

HRM Strategic Planning

Organizational Strategic Planning – What HR Does to Support the Strategy

• Attract, Retain, Develop critical talent

• Build High Performance work organization

• Align people with business

Human Resources Planning

• HR strategy sets the direction for all key areas including hiring, performance management, compensation, and training & development

• Essential elements:

• Clearly understood strategic direction

• Customer and stakeholder goals

• Strategies for accomplishing goals

• Implementation plan

• Communication plan

• Accountability system

Quick Review

• What is strategic analysis?

• What is strategy formulation?

• What is strategy implementation?

• What is the role of human resource management in organizational strategic planning?

• What HR implications arise from different organizational strategies?

• What is included in the process of human resource planning?

Human Resources Management

Module 10: Building Positive Employee Relations

Module Learning Outcomes

Discuss strategies and methods to build and maintain positive employee relations:

• Describe employee engagement

• Identify conflict and the influence it has on relationships

What is employee engagement?

A workplace methodology focused on fostering an inclusive and nurturing environment that motivates each employee to put forth their best effort every day.

Employee Engagement is a combination of…

Benefits of Good Employee Engagement

• Employee Job Satisfaction

• Productivity

• Positive employee relationships

• Good customer relations

• Reduced turnover

• Higher profitability

Who is responsible for employee engagement?

• Managers

• Human Resources

• Individual Employees

Measuring Employee Engagement

• Employee interviews • Exit interviews

• STAY interviews

• Employee surveys • Pulse surveys

• Net Promoter Scores

Why Do Engagement Efforts Fail?

DISCONNECT PRESSURE INCENTIVES WE JUST DON’T GET OUR EMPLOYEES.

Conflict and Workplace Relationships

Types of conflict in the workplace

• Communication

• Employee differences

• Lack of resources

• Poor performance

Conflict Resolution Strategies

Other steps for resolving workplace conflict

• Find the cause of the conflict

• Take a step back

• Focus on effective communication

• Take ownership for your part in the conflict

Emotional Intelligence is…

…a person’s awareness of emotions and the

emotions of others, and how well he or she can

control, express and read emotions.

Four levels of emotional intelligence

• Managing emotions

• Understanding emotions

• Reasoning with emotions

• Perceiving emotions

Why do we need emotional intelligence in the workplace?

• Emotionally intelligent employees… • Make rational and well-thought-through decisions

• Can bridge cultural differences and strive to understand them

• Emotional intelligence can be introduced in the classroom. We develop our emotional intelligence through everyday life and interactions with others.

Quick Review

• Employee engagement is a product of attitude and action

• Managers, HR professionals and the employees themselves are responsible for employee engagement

• Interviews and surveys are ways that one can determine the level of employee engagement in an organization

• Conflict and workplace relationships are a component of employee engagement levels

• A lack of resources, poor performance, and employee differences are among the causes of workplace conflict

• Resolving conflict occurs via identification of conflict resolution styles and by determining the origin of the conflict, focusing on communication, and taking ownership. Don’t forget to take a step back if feeling emotional!

• Developing emotional intelligence is another way to navigate potential conflicts.