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 practicesThe 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 - SyllabusGoals and objectives of the courseUsing BBRequired text Additional readingsGradesPlagiarism

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 NormsElements of a professionally written email:Informative subject lineAppropriate greetingFull sentencesCapitalizationPunctuationSignature

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 peopleEvery 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 planningAnalysis and design of

jobsTalent management

(staffing, recruitment, selection)

Training and development

Performance management

Compensation and benefits

EE relations (including grievances, labor relations, unions)

EE servicesPersonnel 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. Generalists

Very 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