Chapter 15 Working in the HRM Field

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Chapter 15Working in the HRM Field
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HRM and Competitive Advantage
HR Planning Job Analysis
Recruitment Selection
Output Retention Legal Compliance Company Image
Competence Motivation Work Attitudes
Cost Leadership Product Differentiation
Training/Develop. Performance App. Compensation Pr
oductivity Imp.
Workplace Justice Unions Safety
Health International
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Career Routes in HRM
HRM Generalist
HRM Specialist
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HRM Generalist

• Performs virtually all facets of HRM work
• Most often found in small to mid-sized
  organizations
• Salary varies by size of organization, type of
  company, and geographic location

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Average Pay for HRM Jobs (1998)
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HRM Specialty Areas

• Training/ Development
• Compensation/ Benefits
• Employee/Industrial Relations
• Employment/ Recruiting
• Safety/Health/ Wellness

• EEO/Affirmative Action
• HRM Research
• Work Family Programs
• Cross-Cultural Training
• Managed Care
• Managing Diversity

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Average Pay for HRM Specialists (1997)
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Entering a Career in HRM
From college business, psychology, and liberal
arts majors
HRM
Transfer from another part of the company
From other fields education, social services,
accounting, sales, and administrative secretarial
positions
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College Majors of HR Professionals

• HRM (17)

• Business
• Administration (23)

• Management (13)

• Psychology (12)

• Labor/Industrial
• Relations (10 )

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Knowledge, Skills, and Abilities Sought in
Entry-Level HRM Candidates

• Leadership and management skills
• Cross-functional HRM expertise
• Technological skills
• Knowledge of international HRM
• Knowledge of business basics

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Career Progression in HRM

• Begin as specialist and eventually manage
  specialty area
• Begin as assistant HRM generalist at small plant
  or unit, move to larger plants or units, and
  finally senior-level HRM position

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Criteria for Selecting a Vice President of Human
Resources

• Job performance
• Credibility with senior management
• Interpersonal skills
• Ability to manage people
• Skill in specialty area
• Ability to play politics

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Professional Organizations in HRM

• Society for Human Resource Management
• American Society for Training and Development
• International Personnel Management Association
• American Compensation Association

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Certification in HRM

• A designation indicating that an
  individual has demonstrated a mastery of a
  defined body of knowledge required for success in
  the field
• Human Resource Certification Institute
• Professional in Human Resources (PHR)
• Senior Professional in Human Resources (SPHR)

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Ways to Continue Your Education in HRM

• Attend professional conferences.
• Attend seminars and training conferences.
• Pursue advanced academic degrees.
• Read professional journals.

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Most Serious Organizational Ethics Problems
Related to HRM

• Using favoritism rather than ability or job
  performance for managerial decisions regarding
• employment
• promotion
• pay
• discipline

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HR Professionals Roles in Workplace Ethics

• Monitor ensure all individuals are treated
  fairly and ethically
• Investigator investigate complaints bearing on
  ethical issues
• Spokesperson defend company's actions when
  confronted by a regulatory agency or the media

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Code of Ethics for HR Professionals

• Maintain the highest standards of professional
  and personal conduct.
• Encourage employers to make fair and equitable
  treatment of all employees a primary concern.
• Maintain loyalty to employers and pursue company
  objectives in ways consistent with the public
  interest.

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Code of Ethics for HR Professionals

• Uphold all laws and regulations relating to
  employer activities.
• Maintain the confidentiality of privileged
  information.

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Best Practices in HR Selection

• Monitor the effectiveness of recruiting sources.
• Validate screening practices.
• Conduct structured employment interviews.
• Use cognitive ability tests and biographical
  inventories for most jobs.

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Why Arent Best HR Practices Used More Often?

• Resistance to change
• Ignorance on the part of decision makers
• Political considerations

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How Can You Gain Support for Best HR Practices?

• Link the use of HR practices to the solution of
  real business problems, and to achieving tangible
  business goals.
• Demonstrate how the benefits outweigh the costs
  of using best HR practices.
• Speak the language of business people, i.e.,
  dollars, not correlation coefficients!

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HR and Operating Managers Full
Business Partners
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Issues HR Professionals Should Get Involved with
to Increase Their Influence

• Organizational design
• International management
• Organizational reengineering

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HR Professionals Need Knowledge in These Non-HRM
Areas

• Strategic management and planning
• Finance
• Business management

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HR Professionals Need to Gain Credibility with
Their Constituents

• Line managers and employees
• Upper management
• Board of directors

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Gaining Credibility with Line Managers and
Employees

• Get out on the shop floor.
• Solicit manager and employee input for HR
  programs.

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Gaining Credibility with Upper Management and
Boards of Directors

• Show how HR supports the business
• Show how HR favorably affects the bottom line
• Show how HR helps meet the changing needs of the
  business