Introduction
Human Resource Management
 Policies, practices, and systems that influence employees’ behavior, attitudes, and
performance
o Indicator of how a company treats its employees
 Responsibilities
o Compensation
o Benefits
o Labor Law compliance
 Function
o Analysis and design of job
o Recruitment
o Training and dev
o Performance mgt
o Comp and benefits
Role of Tech
 Reduce HRM role in admin tasks, maintain records, provide self-service to employees
o Gives employees access to HR functions
o HR mgrs. have more time to work with managers on employee issues
Evidence-based HR: analytics and data on workforce
Society of Human Resource Management (SHRM)
 Primary professional org for HRM with more than 300,000 members
 Nine competencies:
1. HR Technical Expertise and Practice
2. Business Acumen
3. Critical Evaluation
4. Ethical Practice
5. Global and Cultural Effectiveness
6. Communications
7. Organizational Leadership and Navigation
8. Consultation
9. Relationship Management
High Performance Work Practices (HPWP)
1. Staffing: employees participate in selecting new employees
2. Work Design: employees understand how their jobs contribute
3. Training: ongoing training emphasized and rewarded
4. Compensation: team-based performance pay
5. Performance Management: employees receive performance feedback and are actively
involved in the process
HPWP Examples
1. Large number of highly qualified applicants for each strategic position
2. Use of validated selection and promotion models/procedures
3. Extensive training and development of new employees
4. Use of formal performance appraisal & management
5. Use of multisource (360 degree) performance appraisal & feedback
6. Linkage of merit increases to formal appraisal processes.
7. Above-market compensation for key positions
8. High percentage of workforce included in incentive systems
9. High differential in pay between high and low performers
10. High percentage of workforce on self-managed, project-based work
teams
11. Low percentage of employees covered by union contracts
12. High percentage of jobs filled from within
Types of Assets
1. Financial (cash and securities)
2. Physical (property, plant, equipment)
3. Intangible (human capital, customer capital, social, intellectual)
a. Human:
i. Tacit knowledge
ii. Education
iii. Work-related know-how and competence
b. Customer:
i. Customer relationships and loyalty
ii. Brands
iii. Distribution channels
c. Social:
i. Corporate culture
ii. Mgt philosophy and practices
iii. Informal networking systems
iv. Coaching/mentoring relationships
d. Intellectual:
i. Patents
ii. Copyrights
iii. Trade secrets
iv. Intellectual property
Knowledge Workers
 Contribute specialized knowledge
 Share knowledge and collaborate on solutions
 In demand because companies need their skills and jobs requiring them are growing
Cascio Model
Effective HR Practices  drives  Employee Satisfaction ( Innovation and Execution) 
Customer Satisfaction  drives  Long-Term Profit & Growth