HRM 600 – Seminar in HRM Dr. Dana (McDaniel) Sumpter Department of Human Resource Management...
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Transcript of HRM 600 – Seminar in HRM Dr. Dana (McDaniel) Sumpter Department of Human Resource Management...
HRM 600 – Seminar in HRM
Dr. Dana (McDaniel) SumpterDepartment of Human Resource Management
California State University, Long Beach
Human Resources An overview of the people-related and human
resource organizational practices
The HR function/department
vs. the actual human resources
of an organization
“HR? They are like the rats of the organization”
-- A family friend’s reaction when hearing of my career in HR
About HR
Why HR Matters: The Triple Bottom Line
The “Old” Bottom Line
The “Triple” Bottom Line
Ethical people practices and “CSR”
Why Does HR Matter?
Starbucks example (text p. 3)
Treat your people right, and they will treat your customers
right!
Intro to Our CourseHRM 600
HRM 600 - Syllabus
Goals and objectives of the course
Using BB
Required text
Additional readings
Grades
Plagiarism
HRM 600 – Seminar in HRM
Course structureInteractive, cases, discussions, exercisesThus, no laptopsI will not cover all of the assigned readings in
class, but all assigned reading is fair game for the exams
Class NormsAn open space of non-judgment
If you disagree, that’s okay- do so respectfully Always, always, always participate! Stories,
examples, etc. are always welcome. Bring your experiences into the classroom.
Communication Norms
Elements of a professionally written email:
Informative subject line
Appropriate greeting
Full sentences
Capitalization
Punctuation
Signature
Intro to HRM
Human Resource Management
HRM = the policies, practices, and systems that influence employees’ behavior, attitudes, and performance
Talent is a key competitive advantageOrganizations can copy technology, systems,
product design, etc…. Organizations cannot copy people
Every company may someday have a CPO!
The purpose of this class – as an employee and as a
manager
Responsibilities of HR Departments (Functional Areas)
Strategic HR planning
Analysis and design of jobs
Talent management (staffing, recruitment, selection)
Training and development
Performance management
Compensation and benefits
EE relations (including grievances, labor relations, unions)
EE services
Personnel records
Health, safety, and well-being
Working in HRHR professionals (primarily generalists) play
multiple roles with clients, includingPer the text: credible activist, business ally,
talent manager, strategic architect, culture/change steward, op executor
I say: Consultant, coach, counselor, therapist, parent, advisor, leader, and tour guide
For most HR jobs, you have to enjoy working with people
You may be more of a “gardener” than a “flower”
Ethical HRThis course takes an ETHICAL approach
Studying ethical, moral, and values-based implications of HR decisions
My ethical quandary when working in HR… Justice at work (process vs. outcome)Ethics in context
E.g. international, global differences E.g., industry differences
Ethical conflict at work (task, process, personal) An “undercurrent” throughout all HR functional
topics
“Quick Chat”
Find a partner
Share any experience you have had with an ethical dilemma at work. Discuss:What was the situation/context?What were your options for action?What decision did you make? What was the outcome?
Global HRThis course takes a GLOBAL approach…
Effect of globalization on HR practicesCross-cultural and comparative HR functions Expatriates and international work assignments
… Focusing on benefits and costs of DIVERSITYDifferent age, gender, social class, ethnicity, physical
ability, race, sexual orientation, etc. of EEsNew ways ERs are expected to accommodate diverse
groups (e.g., LGBT, age)Communicating, coaching, developing, giving feedback
to culturally different others Goal = a comfortable work environment for all EEs to
be productive, creative, satisfied
“Quick Chat”
Find a partner
Share any experience you have had with an global work experience you have had. Discuss:What were the home and host countries? What were 1-2 good things or benefits of this
experience? What were 1-2 challenges or issues faced
during this experience? Do you have the desire to work
internationally again? (short or long term) Why or why not?
How HRM is Evolving
The HRM ProfessionHR salaries vary depending on education and
experience, industry, and company’s “use” of HR
Primary professional organization: Society for Human Resource Management (SHRM)
Specialists vs. GeneralistsVery different jobs! Generalist = “conductors of the orchestra”
CertificationsPHR
http://www.hrci.org/HRCertification.aspx?id=65SPHR
http://www.hrci.org/HRCertification.aspx?id=66GPHR
http://www.hrci.org/HRCertification.aspx?id=67
Potential Relationships between HR and Top Management
Top Management
HumanResources
Top Management
HumanResources
HumanResources
Top Management
File Maintenance Organization Strategic Accountability Partnership
The HRM Function is ChangingLess time on administrative tasks
Self-service – online access to HR informationOutsourcing – another company provides services
More of a strategic business partner, change agent, and employee advocate
Evidence-based HR (e.g. p. 24) Demonstrating that HR practices have a positive
influence on the company’s bottom line or key stakeholders
HR is a cost center! Via analytics (e.g. balanced scorecard…)
The Sustainability Challenge
*Sustainability = the ability of a company to survive and succeed in a dynamic competitive environment, without sacrificing key resources
*Changes in employment expectations:Changes in function/occupation (more to
come!)Psychological contractAlternative work arrangements
*Goal is employee engagement
Legal and Ethical Issues: The Need to Stay Current
Primary areas of the legal environment have influenced HRM over the past 25 years Equal employment opportunity (EEO)
legislation Safety and health Pay and benefits Privacy Job security
New changes (especially in CA!) Social media Wage and hour issues, breaks Affordable care act