Human Resource Management
HRMT 3401
Learner Outcomes:
At the end of the unit, students should be able to:

Review five (5) of the major functions of HRM in an organization

Give four (4) reasons of the importance of HRM to an
employee/organization and to the employees

Assess how four (4) changes in the global economy are impacting the
HRM functions

Review four (4) laws , regulations or policies that affect the work
environment, employees and employer’s relationship

Research five (5) new and emerging trends in HRM in the work
environment.
History of Personnel Management

Its predecessor was Personnel Management/Personnel
Administration.

Personnel administration emerged from the 1920’s largely
concerned with the technical aspects of hiring, evaluating,
training and compensation in the organization.

Personnel administration lacked the relationship building
between the employee and the organization. There was
nothing unifying or bonding the employee to the
organization.
DEFINITIONS OF PERSONEL ADMINSTRATION
Personnel management is the planning, organizing,
compensation, integration and maintenance of
people for the purpose of contributing to
organizational, individual and societal goals.
These may include recruitment, job evaluation,
payroll administration, performance appraisals,
training and related tasks, labour law compliance.
DEFINITIONS OF HUMAN RESOURCE
MANAGEMENT

HRM includes the traditional personnel functions
mentioned before but also incorporates activities
such as leadership, motivation, development of
organization culture, communications, values.

HRM is the process of managing the people of an
organization in a structured way.
MAJOR FUNCTIONS OF HRM

HR plays an integral role in the success of an organization.

The major functions of Human Resources are:

(a) Human Resource Planning, Recognition rewards

Talent Management, Career Development

Job Analysis and Design

Recruitment and Selection

Performance appraisal

Occupational Health and Safety
 Human
Resource Planning refers to all the activities
associated with scanning and assessing the environment,
also specifying the objectives to be achieved by Human
Resources activities, along with measures to be used to
assess the achievement of those objectives, and
developing specific plans, policies and practices along
with a timetable for implementing these plans.

 Human
resource planning aims at fulfilling the objectives
of manpower requirement. It helps to mobilize the
recruited resources for the productive activities. The
human resource planning is an important process aiming
to link business strategy and its operation.

DEFINING TALENT
‘ Talent consists of those individuals who can make a difference to
organisational performance, either through their immediate
contribution or in the longer term by demonstrating the highest
levels of potential’
According to McKinsey, talent is the sum of
 a person’s abilities,
 his or her intrinsic gifts,
 skills, knowledge, experience ,
 intelligence,
 judgment, attitude, character,drive,
 his or her ability to learn and grow
TALENT MANAGEMENT
A conscious, deliberate approach undertaken to attract,
develop and retain people with the aptitude and abilities
to meet current and future organisational needs.
TALENT=COMPETENCE+COMMITMENT+CONTRIBUTION
PURPOSE OF Talent Management
 To compete effectively in a complex and dynamic environment to
achieve sustainable growth
 To develop leaders for tomorrow from within an organization
 To maximize employee performance as a unique source of
competitive advantage
 To empower employees:
 Cut down on high turnover rates
 Reduce the cost of constantly hiring new people to train
BENEFITS OF TM
 Right Person in the right Job: Through a proper ascertainment of people
skills and strengths, people decisions become more important.The skill or
competency mapping allows you to take stock of skill inventories lying with the
organization.This is especially important both from the perspective of the
organization as well as the employee because the right person is deployed in the
right position and employee productivity is increased. Also since there is a
better alignment between an individual’s interests and his job profile the job
satisfaction is increased.
 Retaining the top talent: Despite changes in the global economy, attrition
remains a major concern of organizations. Retaining top talent is important to
leadership and growth in the marketplace. Organisations that fail to retain their
top talent are at the risk of losing out to competitors. The focus is now on
charting employee retention programs and strategies to recruit, develop, retain
and engage quality people.
Contd..
 Better Hiring: The quality of an organization is the quality of workforce it
possesses.The best way to have talent at the top is have talent at the bottom. No
wonder then talent management programs and trainings, hiring assessments
have become an integral aspect of HR processes nowadays.
 Understanding Employees Better: Employee assessments give deep
insights to the management about their employees.Their development needs,
career aspirations, strengths and weaknesses, abilities, likes and dislikes. It is
easier therefore to determine what motivates whom and this helps a lot Job
enrichment process.
 Better professional development decisions: When an organization gets
to know who its high potential is, it becomes easier to invest in their
professional development. Since development calls for investment decisions
towards learning, training and development of the individual either for growth,
succession planning, performance management etc, an organization remains
bothered where to make this investment and talent management just make this
easier for them.
TM - A PROCESS
RECRUITMENT
RECRUITMENT is a process of searching for prospective
employees and stimulating them to apply for jobs of in an
organization.-EDWIN B. FLIPPO
Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of
the candidates.
-Kempner
6
RECRUITMENT GOALS
1
Attract the Qualified Applicants.
2
Encourage Unqualified Applicants to selfselect themselves out.
SELECTION
1
• The Process of making a “Hire” or “No Hire”
decision regarding each applicant for a job.
Or
2
• Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
A performance evaluation system is a systematic way to
examine how well an employee is performing in his or
her job over a particular period of time.
If you notice, the word systematic implies the
performance evaluation process should be a planned
system that allows feedback to be given in a formal—
as opposed to informal—sense.
1.
The evaluation process should encourage
positive performance and behavior.
2.
Second, it is a way to it is a way to satisfy
employee curiosity as to how well they are
performing in their job.
3.
It can also be used as a tool to develop
employees
4. It can provide a basis for pay raises, promotions,
and legal disciplinary actions.
5. Administrative actions – dismissal from work,
promotions, transfers, demotions
6. Development actions – career progression, training
opportunities, coaching, mentoring, strengths and
weaknesses
Policy Formulation
Human Resources keeps new hires and current
employees abreast of the policies and procedures of
the organization. This function also helps to draft
company policies in keeping with legal requirements
• A job evaluation is a systematic way of
determining the value/worth of a job in relation to
other jobs in an organization.
•
It tries to make a systematic comparison between
jobs to access their relative worth for the purpose of
establishing a rational pay structure.
Compensation and Benefits
A company can attain its goals and objectives if it can find
new ways of providing benefits to the employees.
The HR team is responsible for acquiring and administering
an attractive compensation and benefits package for new
hires. This might include: a competitive salary range,
medical and dental insurance, life insurance, tuition
reimbursement, and more.
Compensation and Benefits
HR should promote and offer an attractive rewards
package to those candidates who meet the selection
criteria.
A competitive reward package will attract top talent and
hopefully retain them once hired
Compensation and Benefits 
Working hour flexibility

Dental/Medical Insurance

Maternal/Paternal Leave

Education Reimbursement Salary

Maternity Leave

Vacation Leave & extended vacation

Sick Leave

Compassionate Leave
Ensuring Legal Compliance

To protect the organization and the employee, this function
plays a crucial role. The HR department of every organization
should be aware of all the laws and policies that relate to
employment, working conditions, working hours, overtime,
minimum wage, tax allowances etc. Compliance with such
laws is very much required for the existence of an
organization.
Occupational Health and Safety
Human resources professionals are assuming health, safety, and
security responsibilities within organizations. Such
responsibilities include the identification of hazardous
conditions and practices, exposure control and mitigation
strategies, legal compliance, development of a safety culture,
and measurement of health, safety and security program.
Job Analysis and Design

Job Analysis is a primary tool to collect job-related data. The process
results in collecting and recording two data sets including job description
and job specification. Any job vacancy can not be filled until and unless
HR manager has these two sets of data. It is necessary to define them
accurately in order to fit the right person at the right place and at the
right time. This helps both employer and employee understand what
exactly needs to be delivered and how.

It has two components: Job description and Job Specification.
Job Description

Job description includes basic job-related data that is useful to
advertise a specific job and attract a pool of talent. It includes
information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks
and duties to be performed, working conditions, machines,
tools and equipments to be used by a prospective worker and
hazards involved in it.
Job Specification

This is also known as employee specifications, a job specification is a
written statement of educational qualifications, specific qualities, level of
experience, physical, emotional, technical and communication skills
required to perform a job, responsibilities involved in a job and other
unusual sensory demands.

It also includes general health, mental health, intelligence, aptitude,
memory, judgment, leadership skills, emotional ability, adaptability,
flexibility, values and ethics, manners and creativity, etc.
Importance of HRM Function

What is the importance of the HRM Function to the employer
and employee
Employer
(a) Strategic Management
– knowing how to deploy human
capital, staffing and future workforce requirements
(b) Budget Control – knowing how to trim costs associated with
the workforce, negotiating better health insurance rates etc,
Importance of HRM Function

Improving corporate image – Companies want to be
known as the ‘employer of choice’ based on how they
treat their employees and with whom people want to
work, human resources is key in how matters are handled
and ensuring the right people are selected

Employee performance improvement – without HR to
measure employees performance, employees whose
performance falls below standard continue on payroll,
creating waste of money on low performing employees
Importance of HRM Function

What is the importance of the HRM Function to the employer and employee
Employee
(a)
Resolution of employee conflicts - given the diversity of personalities, culture,
socio-economic backgrounds and levels of experience among employees,
conflicts are bound to arise.
(b)
The HR Function educates employees on the do’s and don'ts of the company ,
benefits, rights and responsibilities.
(c)
Promotion of health and safety – The HR team is responsible for ensuring the
company complies with health and safety regulations to reduce accidents on
the job.
Importance of HRM Function

Promotion of health and safety – The HR team is
responsible for ensuring the company complies
with health and safety regulations to reduce
accidents on the job.
Globalization and HRM

What is Globalization
 Globalization describes the growing interdependence
of the world’s economies, cultures, and populations,
brought about by cross-border trade in goods and
services, technology, and flows of investment, people,
and information.
Globalization and HRM

Companies have to equip the workforce to
become more customer focused and responsive to
market needs due to changing market

Helping employees overcome resistance to change
by convincing them about the bigger picture.
Globalization and HRM

When a business expands its operation into other
countries, the impact of globalization on human
resource development and management is
significant.

Companies need to consider a diverse range of
practical adjustments to be able to hire, train,
retain and support a workforce that's often spread
throughout several countries, which often have
varying cultural identities.
Globalization and HRM
 Human
Resources departments must
adapt their thinking and practices to
include cultural differences, foreign
regulations and technological
developments.
Globalization and HRM


Globalization of Human Capital
The greatest resource available to any company is the
workforce it acquires and retains. As a company extends
its base to foreign shores, the impact of that
globalization on HR procedures will extend to current
workers and also to new employees. The HR department
will need to increase support of its current staff, as they
transfer/transition overseas to new positions.
Globalization and HRM
Managing Outsourcing

Availability of Low Cost Labor from Emerging Countries

The spread of globalization combined with technological
developments has made possible outsourcing, both at the
global and domestic levels. Firms now turn to outsourcing
as a means to cut costs as well as to avail the services of
top-quality talent from a wider pool.
Globalization and HR
Corporate and Cultural Differences
Another significant impact of globalization on human
resource development is the necessity to consider cultural
differences, both in and out of the workplace. Businesses
tend to have their own corporate cultures or ways of
operating, but there are societal and cultural differences
between people as well.
Globalization and HR



Corporate and Cultural Differences
Cultural norms within a society can affect the workforce
and how workers view their jobs, especially in relation to
time spent with their family and ideas about employment
expectations.
Some cultures may also have varying ideas about gender
roles, particularly concerning the role of women in
leadership. While a female in a managerial position is not
uncommon in the Jamaican culture, the same many not
hold true elsewhere.
Globalization and HR
 Reliance
on technology such as email or
conference calling to relay information,
thereby eliminating some of the more
direct human elements of interaction
Globalization and HR


Employment and Tax Laws
Global expansion is also affected by varying tax and labor laws.
HR departments need to be prepared to deal with different tax
rates, benefit requirements or labor and environmental
regulations. These requirements may be in addition to or even
in conflict with current corporate policies, so adjustments to
maintain compliance with local governments are necessary. HR
managers must become experts in issues that not only pertain
to their industry, but keep current with issues and government
policies within the countries in which their company now
operates.
Globalization and HR
Compensation Practices & Benefits

The process of globalization makes it easier for individuals
to look for better paid jobs in other countries. Companies
also have the possibility to hire employees from other
countries that work for smaller salaries, or to relocate
their production to countries where workers require
smaller salaries.
Globalization Changes in HRM

Diversity

Equal Employment Opportunity - What does it mean to say you are an
equal opportunity employer?

“An employer that pledges to not discriminate against employees based
on race, color, religion, sex, national origin, age, disability or genetic
information.

Equal Pay for men and women Act 1975 (Jamaica) refer to the act

“equal pay” means a rate or a scale of remuneration for work, in which rate or scale there is no

element of differentiation between male employees and female employees based on the sex of

the employees;
Globalization Changes in HRM
Payment of equal pay for equal work.
3. 1) From and after the 1st day of January, 1976, no employer
shall, by failing to pay equal pay for equal work, discriminate
between male and female employees employed by him in the
same establishment in Jamaica / Job Evaluation

Economic cost of compensation and benefits

Economic Recession – business are not able to employee
persons as much as they would like to
Globalization Changes in HRM


Cost of training and employee’s development
Outsourcing
Legal/Regulatory Policies in HRM

Pension
Unemployment Insurance –
Unemployment insurance (UI), also called
unemployment benefits, is a type of state-provided
insurance that pays money to individuals on a weekly
basis when they lose their job and meet certain
eligibility requirements.
If you were fired or voluntarily resign , you don’t qualify
Jamaica – Best Cash/ Covid-19 Pandemic

Legal/Regulatory Policies in HRM

Occupational Health and safety

Act came into being in 2017

Main objectives of the act is to prevent accidents and injury
to health arising out of the course of employment

Aims to protect workers and others persons from
discrimination or harm to their safety, health and welfare
through the elimination or minimization of hazards or serious
injury arising from plant, substance or structure.
Trends in HRM

HRIS

Strategic HRM -Strategic HRM, or ‘people strategy’, is about
creating a coherent planned framework for employees to be hired,
managed and developed in ways that supports an organization's
long-term goals.

It helps ensure that the various aspects of people management
work together to drive the behaviour and climate needed to create
value and meet performance targets.
It focuses on longer-term people issues, matching resources to
future needs, and large-scale concerns about structure, quality,
culture, values and commitment.

Trends in HRM

Safety and Wellness – Creating work/life balance
References

https://smallbusiness.chron.com/effects-globalization-human-resourcesmanagement-61611.html