Strategy for Human Resource Management Lecture 31 HRM 765 1.

Strategy for Human Resource Management

Lecture 31

HRM 765

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Topic

Revision

Lecture 1-15

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HRM Process

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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)

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Lecture 2

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

Lecture 3

• Understanding Work World• Understanding Culture Environment• Technology • Work force diversity • How diversity affect HRM• Work Life Balance

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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

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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

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

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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 Steps1. initial screening interview2. completion of the application form3. employment tests4. comprehensive interview5. background investigation6. conditional job offer7. medical/physical exam8. 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