Strategy for Human Resource Management Lecture 31 HRM 765 1

Topic Revision Lecture

HRM Process 3

Lecture 1 Title and Course Code – HRM 765 Text Book – DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2010). Fundamentals of Human Resource Management 10th ed. United States of America: John Wiley & Sons, Inc. – Robbins, S. P., Coulter, M., & Vohra, N. (2013). Management. New Delhi: Dorling Kindersley. Chapters (Course Topics) What is HRM (managing people/ employees) The importance of HRM (Important function) 4

Lecture 2 Introduction to HRM Process and functions – Recruitment and selection – Orientation and Training – Performance management – Compensation and benefits – Career Development 5

Lecture 3 Understanding Work World Understanding Culture Environment Technology Work force diversity How diversity affect HRM Work Life Balance 6

Lecture 4 Labor supply –Do We Have a Shortage of Skilled Labor? –Why Do Organizations Lay Off During Shortages? –How Do Organizations Balance Labor Supply? –Issues Contingent Workers Create for HRM Continuous improvement program –Focus on the customer –Concern for continuous improvement –Improvement in the quality of everything –Accurate measurement –Empowerment of employees 7

Lecture 4 Employee involvement –Delegation –Work teams –Empower Involvement programs can achieve: –greater productivity –increased employee loyalty and commitment A look at ethics – three views of ethics –Utilitarian View – decisions are made on the basis of their outcomes or consequences –Rights View – decisions are made with concern for respecting and protecting individual liberties and privileges –Theory of Justice View – decisions are make by enforcing rules fairly and impartially. –Code of ethics 8

Lecture 5 Primary Functions of Management The Strategic Nature of HRM (Partner) Four basic functions: –Staffing –Training and Development –Motivation –Maintenance How External Influences Affect HRM Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 6 The Motivation Function Translating HRM Functions into Practice Does HRM Really Matter? HRM in an Entrepreneurial Enterprise HRM in a Global Village HR and Corporate Ethics

Lecture 7 What is equal employment opportunity? Determining Potential Discriminatory Practices –The 4/5ths Rule –Restricted Policy –Geographical Comparisons –McDonnell-Douglas Test Three defenses: –Business necessity –Bona Fide occupations qualifications –Seniority System Comparable worth Glass ceiling Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 8 Basic rights of employees Honesty/Drug Tests Whistle-blowing Employee Monitoring and Workplace Security Theft Revealing of trade secrets to competitors Using the customer database for personal gain Workplace Romance The Employment-at-Will Doctrine Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 9 Discipline Factors to consider when disciplining The most frequent violations requiring disciplinary action involve –Attendance –On-the-job behaviors –Dishonesty –Outside activities Make disciplinary action progressive; i.e. verbal warning, written warning, suspension, dismissal. Hot-stove rule; i.e. immediate response; ample warning. Employee Counseling. Why Use an Employee Handbook? Complaint Procedures

Lecture 10 What is human resource planning? Human Resource Inventory Labour Supply and Demand Issues Surplus Shortage HRIS Succession planning 14

Lecture 11 Job analysis process Steps in job analysis Job Analysis Job Analysis Methods The Nature of Job Analysis Job Enlargement – Broadening the scope of a job by expanding the number of different tasks to be performed. Job Enrichment – Increasing the depth of a job by adding the responsibility for planning, organizing, controlling, and evaluating the job. Job Rotation – The process of shifting a person from job to job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 12 Recruiting Sources –Internal Searches –Employee Referrals/Recommendations –External Searches –Alternatives Meeting the Organization Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 13 What is Selection? Selection Process Steps 1.initial screening interview 2.completion of the application form 3.employment tests 4.comprehensive interview 5.background investigation 6.conditional job offer 7.medical/physical exam 8.permanent job offer Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 13 Completing the Application Form Employment Tests Interviews as a selection tool Impression management Structured interviews Unstructured interviews Behavioral Interviews Realistic Job Preview Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 14 Background Investigation Job Offers Medical/Physical Examination Reliability: The ability of the selection tool to measure an attribute consistently. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 15 Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance. Indicates how well a selection tool predicts job performance. – Content – Construct – Criterion-related Selection From a Global Perspective Suggestions for making your interviews as an successful applicant Accept Error/ Reject Error Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Lecture 1-15 Lectures