Human Resource

Management
Kevin Harris
Cynthia Roberts – Captain
Tin Le
Nadia Midani
Lisa Barnes
Team 5A
Human Resource
Management
 HRM – the process of attracting, developing,
and maintaining a quality workforce.
 Businesses rely on effective human
resource management (HRM) to ensure that
they hire and keep good employees, and
that they are able to respond to conflicts
between workers and management. HRM
specialist are responsible for recruiting new
employees to replace those who leave and
for filling newly created positions. Finally,
human resource managers create workers’
compensation plans and benefit packages
for employees.
Why People Make The
Difference

 People are the most

important asset.
 It’s the people who work for
business who…determine
whether the company
thrives or languishes.
 The diversity advantage is
gained only when the talents
of all persons, regardless of
personal characteristics, are
unlocked and given the
opportunity to perform.
Laws Against Employment
Discrimination
 Discrimination - different
treatment of others based
solely on their membership in
a socially distinct group or
category, such as race,
ethnicity, sex,…
Laws Against Employment
Discrimination
 Types of Discrimination
 Legal protection for
employee rights to fair
 Age
treatment is found in  Disability
Title VII of he Civil  Equal Pay
Rights Act of 1964, as
amended by the Equal
 National Origin
Employment  Pregnancy
Opportunity Act of  Race
1972 and the Civil
Rights Act (EEOC) of
 Religion
1991.  Sex
 Sexual Harassment
U.S. Laws
Protecting Against Job
Discrimination
 Disabilities: The Americans With Disability Act 1990 prevents
discrimination against people with disabilities. The law forces
employers to focus on abilities and what a person can do.
 Age: The Age Discrimination in Employment Act of 1967 as amended in
1978 & 1986 protects against mandatory retirement ages.
 Pregnancy: The Pregnancy Discrimination Act of 1978 protects female
workers from discrimination because of pregnancy. A pregnant
employee is protected against termination or adverse job action
because of the pregnancy, and is entitled to reasonable time off work.
 Family Matters: The Family and Medical Leave Act of 1993 protects
workers who take unpaid leaves for family matters from losing their
jobs or employment status.
Current Legal Issues in
HRM
 Sexual Harassment – behavior of a sexual
nature that effects a person’s employment
situation.
 Comparable Worth – holds that persons
performing jobs of similar importance should
be paid at comparable levels.
 Independent Contractors – hired on
temporary contracts and are not part of the
organization’s official workforce.
Human Resource
Management Process
 The Human Resource  Attracting – human
Management process resource planning,
involves: recruitment, and selection.
 Developing – employee
orientation, training, and
HR developing, and career
Attracti
planning and development.
ng  Maintaining –
management of employee
retention an turnover,
Developing performance appraisal, and
compensation and benefits.
Maintaining
Strategic Human Resource
Management
 Strategic HRM – involves attracting,
developing, and maintaining a quality
workforce to implement organizational
strategies.
 Human Resource Planning –
analyzes staffing needs and identifies
actions to fill those needs.
Developing A Quality
Workforce
 The intent of socialization in human
resource management is to help achieve
the best possible fit between the
individual, the job, and the organization.
Socialization of newcomers begins with
Orientation—a set of activities designed to
familiarize new employees with their jobs,
coworkers, and key aspects of the
organization as a whole.
Attracting A Quality
Workforce
 Recruitment – attract a qualified pool of job
applicants.
 External/Internal Recruitment – external,
candidates are sought from outside the
organization. Internal applicants are sought
from inside the organization.
 Realistic Job Previews – provide job
candidates with all pertinent information
about a job organization.
 Selection – choosing from a pool of the
best-qualified job applicants.
Making Selection
Decisions
Selection Process Reason for Rejection

1. Formal application Deficient qualifications

2. Interview or site visit Insufficient ability, ambition, or

poor interpersonal qualities

3. Testing Poor test scores

4. Reference checks
Poor references

5. Physical exam
Physically unfit for the job

6. Analysis and decision

Overall potential is low
Training & Development
Offering performance
advice to a less-
experienced person.

Demonstrates through
personal behavior the job
performance expected of
others.
Assigns early career
employees as protégés
to more senior ones.
Accomplished outside
the work shift setting,
separate training room
or facility or at an off-
site location.
Performance Management
System
 Performance Management System sets standards,
assesses results, and plans for performance
improvement. With measurement comes the
opportunity to not only document results but to also
take steps toward their future improvement.
 Purpose of Performance Appraisal is intended to let
people know where they stand relative to
performance objectives and standards. The
development purpose is intended to assist in their
training and continued personal development.
 Performance Appraisal Method can fulfill these
purposes only when the criteria of reliability and
validity are met.
Maintaining A Quality
Workforce
 Career Development
 Work-Life-Balance
 Compensation &
Benefits
 Retention & Turnover
 Labor-Management
Relations

An important goal of human resource management is to maintain a

qualified workforce, even in a dynamic environment with constantly
shifting work demands and labor markets.
Compensation & Benefits
 Base Compensation - is a salary or
hourly wage paid to a individual.
 Fringe Benefits – are nonmonetary
compensation in the form of health
insurance, retirement plans, ect.
 Flexible Benefits – programs allow
employees to choose from a range of
benefit options.
Compensation & Benefits
Debate
 On Compensation: Given the importance of cost,
organizations can benefit by paying as little as
possible for labor.
Yes, employer’s today faces what seems to be a
labyrinth of issues surrounding workers'
compensation. A lower ratio of labor costs to other
costs may mean that high wages are a less
significant cost item. As a consequence,
organizations with such a ratio can pay high wages
in the hopes of preventing labor problems and
devote their attention to high-cost items.
Pros:
Lowering labor costs increase profits. (Minimize employee fraud
for false claims dealing with worker’s compensation claims).
Lowering labor costs gives up money for expansion and other
expenses such as: Rising insurance rates and premiums, Legal
and other administrative costs, and uncertain health care
reform.
Effectively used when labor requirement & skill level is minimal.
Focus on product/service.
Focus on customer base (Advertising/Marketing).
Focus on distributions. (Getting your product/service to the
customers)

Cons:
May lead to work force problems: Unmotivated workers because
of low pay.
Highly skilled employees leave.
Long-term effect on quality of product (Staffing, turnover,
training)
Unions maybe established as result of lower labor cost.
Compensation
 Compensation based on performance.
 Salary negotiation
 Covered spouses
 High compensation attracts competent/highly
qualified people.
 Keeps highly qualified people.
 Encourages employee loyalty.
 Encourages employee efficiency.
 Tangible and can be used immediately.
 Motivates individuals to higher production.
“Treat people as if they were what they
ought to be and you help them to become
what they are capable of being.”
Johann Wolfgang von Goethe  (1749 - 1832)