Notes for 6/5/15 LDPE Seminar Human Resource Management throughout the Employee Life‐Cycle Deborah J. Maddy Seminar Objectives: 
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Define the term human resource management
Describe the human resource activities/functions
Explore LDPE fellows’ abilities/comfort with HR
Identify HR functions that need individual fellow’s focus for improving
What is Human Resource Management? Practices and functions performed that facilitate the most effective use of people to achieve organizational and individual goals. (No citation; multiple sources contributed.)  Action oriented – solution of employment problems to help achieve organizational objectives
and facilitate employee development and satisfaction
 Individual oriented – services and programs meet individual needs but collectively serve the
greater good
 Future oriented – helping organizations achieve objectives by providing for competent, well‐
motivated employees
Objectives of Human Resource Management 
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Help organization reach its goals
Employ skills and abilities of the work force effectively
Provide well‐trained and well‐motivated employees
Increase employee job satisfaction and self‐actualization
Develop and maintain a quality of work‐life integration that makes employment within the
organization desirable
Communicate policies, procedures and practices to all employees
Maintain ethical policies and behavior
Manage change to mutual advantage of individual employees, management, the enterprise and
the public
Human Resource Management Activities and Functions 
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The law* and HRM (equal employment opportunity a key foundation)
Analysis, Planning and Staffing
Recruitment and Selection
Compensation , including benefits and services
Performance Evaluation
 Training and Development (for better performance) o Orientation o Skill Development o Subject Matter Enhancement o Management/Leadership Development o Career Planning (including study leave, degree completion) o Networking and Collaboration o Added by LDPE fellows on 6/5/15: performance coaching, team building, mentoring  Labor Relations  Safety, Health and Risk Management*  Work‐Life Integration (including job satisfaction, quality work life) Questions raised by LDPE fellows during seminar discussion  Supervision? Why not listed as an HR function?  Where does retention of employees fall within HR functions? Perhaps should be integrated? *Federal, state and local laws and ordinances may define and direct the HRM functions. These laws and ordinances have implications for recruiting, hiring, training, terminating, compensating, evaluating, disciplining and protecting employees and job applicants. It is in the best interest of the organization and its people to develop policies and procedures that comply with the law.