MGMT 471: Human
Resource Management
Top 5 Skill Areas Demanded by
US Occupations
1. Active Listening
2. Reading Comprehension
3. Speaking
4. Critical Thinking
5. Active Learning
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MGMT 471: Human
Resource Management

Human Resource (HR) Management
– Designing management systems to ensure that
human talent is used effectively and efficiently to
accomplish organizational goals.

Who Is an HR professional?
– Every manager performs HR functions.
– HR professionals/consultants design processes
and systems that managers help implement.
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Types of Organizational
Assets/Resources
 Physical
 Financial
 Intangible
 Human
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Human Capital
Human Capital
Core Competency
Collective value of the
capabilities, knowledge,
skills, life experiences,
and motivation of an
employee or workforce.
A unique capability that
creates high value and
differentiates an
organization from its
competition.
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HR Activities
1.
2.
3.
4.
5.
6.
7.
Strategic HR Mgmt: Consulting
Equal Employment Opportunity
Planning, Recruiting and Staffing
HR Development & Performance
management
Compensation and Benefits
Health, Safety, and Security
Employee and Labor Relations
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HR
Activities
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Smaller Organizations
and HR Management
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Competing for qualified workers
Relative cost of benefits
Rising taxes, overhead
Government regulation compliance
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HR Cooperation with Line
Managers: Interviewing Example

HR Unit
– Develops legal, effective
interviewing techniques
– Trains managers in
conducting selection
interviews
– Conducts interviews and
testing
– Sends top three applicants
to managers for final review
– Checks references
– Does final interviewing and
hiring for certain job
classifications

Managers
– Advise HR of job openings
– Decide whether to do own
final interviewing
– Receive interview training
from HR unit
– Do final interviewing and
hiring where appropriate
– Review reference
information
– Provide feedback to HR unit
on hiring/rejection decisions
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FIGURE
Training Example: A Typical
Division of HR Responsibilities
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HR Management Roles
 Administrative
 Operational
advocate
 Strategic
and employee
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Changing Roles of HR Management
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Old vs.
New
Paradigm
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Contemporary HR
Management Challenges

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Globalization
Economic conditions
Technological changes
Workforce demographics and diversity
Organizational pressures/issues
– Restructuring
– Budget constraints
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Employee-Friendly Benefit Offerings
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HR and Technology

Human Resource Management System (HRMS)
– An integrated system providing information used by
HR management in decision making.
– Purposes and Benefits of HRMS

Administrative and operational efficiency

Availability of data for HR strategic planning, etc.

Automation of payroll / benefit activities

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EEO/affirmative action tracking,
DOCUMENTATION
ROI data compilation
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Ethical Behavior and
Organizational Culture

Organizational Culture
– The shared values and beliefs in an organization

Fostering Ethical Behavior (Sarbanes-Oxley)
– Have a written code of ethics and conduct standards
– Provide ethical behavior training and advice
– Establish confidential reporting systems for ethical
misconduct
– Provide whistle-blower vehicle, protection
– Support HR’s role as keeper and voice of
organizational ethics
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Examples of Ethical Misconduct related to
HR Activities
Types of Misconduct
Examples of Employee, Supervisor, and Managerial
Behavior
Compensation
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Employee Relations
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Staffing and Equal
Employment
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Misrepresenting hours and time worked
Falsifying expense reports
Personal bias in performance appraisals and pay increases
Inappropriate overtime classifications
Employees lying to supervisors
Executives/managers providing false information to public,
customers, and vendors
Personal gains/gifts from vendors
Misusing/stealing organizational assets and supplies
Intentionally violating safety/health regulations
Favoritism in hiring and promotion
Sexual harassment
Sex, race, and age discrimination in hiring, discipline, and
termination
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Assessing HR Effectiveness

HR Audit
– Formal research effort evaluating the
current state of HR management in an
organization
– Audit areas:
Legal compliance
 Administrative processes
 Recordkeeping
 Employee retention
 Benefits
 Absenteeism and turnover control
 Performance management system

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Trends related to HR
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Diversity
Unemployment rate
Boomers
Employees, employer less committed
Health coverage costs up 78%, workers worried
Only 43% satisfied with current jobs
31% plan to look for a new job in 2008
Housing market
Time, flexibility highly important to 65%
Ethics, privacy
Technology
Outsourcing
www.shrm.org/hrmagazine/07Trendbook
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HR Competencies
and Careers

Competencies
– Strategic consultation
– Business knowledge
– HR practice development
– Implementation of HR practice
– Technological expertise
– Credibility, ethicality
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HR Management as a
Career
HR Generalist
A person who has
responsibility for
performing a wide
variety of HR
activities.
HR Specialist
A person who has
in-depth knowledge
and expertise in a
limited area of HR.
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FIGURE 1-8
HR Specialists
Source: HR Department Benchmarks and Analysis 2007
(Washington, DC: Bureau of National Affairs, 2007), 131.
To purchase this publication and find out more about BNA
HR solutions, visit http://hrcenter.bna.com or call 800-3721033. Used with permission.
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Median HR Salaries (2007)
HR Generalist
$55,900
Training Specialist
$55,500
Compensation Analyst
$62,400
Benefits Manager
$89,200
HR Manager
$80,700
Top HR Executive
$170,000
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FIGURE 1-9
HR Certification
The Human Resource Certification Institute
(HRCI) offers three professional certifications
for HR generalists.
Details on these certifications are available from the Human Resources Certification Institute, www.hrci.org.
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HR Organizations
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Society for Human Resource Management
(SHRM) www.shrm.org
American Society for Training &
Development (ASTD) www.astd.org
Academy of Human Resource Development
(AHRD) www.ahrd.org
Society for Industrial and Organizational
Psychologists (SIOP) www.siop.org
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Local SHRM Opportunities

ISU Student Chapter of SHRM
– www.stuorg.iastate.edu/shrm/

Cyclone Chapter (professional)
– www.cycloneshrm.org
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Greater Des Moines Chapter
– www.cishrm.org
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Why YOU should join the
ISU SHRM chapter:
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HR interest
Guest speakers
Free Cyclone SHRM membership
Networking
Leadership opportunities
Resume building
Food
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Other websites of interest
www.dol.gov
 www.bls.gov
 www.hrci.org
 www.diversityinc.com
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