1. Nature of Human Resource Management
The policies practices, and systems that influence employees’ behavior, attitudes, and performance.

2. HRM Practices
Important HRM practices include:
Figure 1.1

3. HR and Company Performance
Human Capital
An organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight
Human capital is used to create a sustainable competitive advantage because they are
Valuable
Rare
Cannot be imitated
No good substitutes

4. Impact of Human Resource Management
Figure 1.2

5. Responsibilities of HR Departments
Table 1.1

6. HR Functions Analyzing and Designing Jobs
Job analysis – what does the job entail and require?
Job design – how should work be organized and divided?
Recruiting and hiring employees
Recruitment – how can we find the best applicants?
Selection – how do we assess the abilities and motivation of applicants?

7. HR Functions Training and Developing Employees
Training – how do we ensure employees are able to perform their current jobs most effectively?
Development – how do we prepare our employees for career advancement and to take on new challenges

8. HR Functions
Figure 1.3

9. HR Functions Managing Performance
Performance management – how do we measure and promote excellence in our employee’s job performance?
Planning and Administering Pay and Benefits
Pay – how do we ensure our compensation is fair both internally and externally?
Benefits – how do we maximize employee satisfaction while keeping costs manageable?

10. HR Functions Maintaining Positive Employee Relations
How can we support our employees to help them be as productive and satisfied as possible?
Establishing and Administering Personnel Policies
How do we handle different employee situations? (theft, drug-use, dress code)
Ensuring Compliance with Labor Laws
How do we know and ensure that our HR practices are aligned with laws and guidelines?

11. HR Functions Supporting the Organization’s Strategy
How do we add value by directly contributing to the strategic objectives of the organization?
Human Resource Planning
Identifying the numbers and types of employees the organization will require in order to meet its objectives.

12. Skills of HRM Professionals
Figure 1.4

13. HR Responsibilities of Supervisors
Figure 1.5

14. Ethics in Human Resource Management
The fundamental principles of right and wrong
What rights do employees have?

15. Standards for Identifying Ethical Practices

16. Ethical Standards Poll

17. HR Management as a Career Field
HR Generalist
A person with responsibility for performing a variety of HR activities.
HR Specialist
A person with in-depth knowledge and expertise in a limited area of HR.
Professional Organization
Society for Human Resource Management (SHRM)
Has student memberships available

18. HR Management Qualifications
Knowledge of HR domain and ability to execute it
Professional of Human Resources Certification is obtained by many HR professionals (HRCI.org)
Business knowledge of organization and its strategies
College degree and many have completed post-graduate work (Masters, PhD)