Copyright 2022 McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.

1-1 Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.Chapter 1 Managing Human Resources

This chapter provides the introductory foundation for students. Elements include HRM’s role in organizational success, skills for effective HRM, and how these skills are necessary for all managers, not just HR managers. The chapter concludes with discussion of careers in HRM, ethical considerations and an outline for the rest of the chapter.

Chapter Outline

Human Resources and Company Performance • Human resource management (HRM) refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance.• Human resources are valuable.• Human capital is a type of resource; it is the organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.

Responsibilities of Human Resource Departments

• HR consists of a business within the organization with three product lines:

• Administrative services and transactions.• Business partner services.• Strategic partner.

• Some HR functions include:

• Analyzing and designing jobs.• Recruiting and hiring employees.• Training and developing employees.• Managing performance.• Planning and administering pay and benefits.• Maintaining positive employee relations.• Establishing and administering personnel policies.• Managing and using human resource data.• Workforce analytics.• Ensuring compliance with labor laws.• Supporting the organization’s strategy.

Skills of HRM Professionals

• HRM requires nine HR success competencies, including:

• Human resource expertise.• Relationship management.• Consultation.• Leadership and navigation.• Communication.• Global and cultural effectiveness.• Ethical practice.(Fundamentals of Human Resource Management, 9e Raymond Noe, John Hollenbeck, Barry Gerhart, Patrick Wright ) (Instructor Manual, For Complete File, Download link at the end of this File) 1 / 4

Fundamentals of Human Resource Management, 9e Instructor’s Manual 1-2 Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.• Critical evaluation.• Business acumen.

HR Responsibilities of Supervisors • Non-HR managers, such as supervisors, typically have responsibilities related to all HR functions such as analyzing work, interviewing, training, and writing performance appraisals.

Ethics in Human Resource Management • Make consistently ethical decisions.• Understand and enforce employee rights.

Careers in Human Resource Management • Careers in HRM may involve specialized work in fields such as recruiting, training, compensation, and employee relations.

Learning Objectives

LO 1-1: Define human resource management, and explain how HRM contributes to

organization’s performance.

LO 1-2: Identify the responsibilities of human resource departments.

LO 1-3: Summarize the types of competencies needed for human resource management.

LO 1-4: Explain the role of supervisors in human resource management.

LO 1-5: Discuss ethical issues in human resource management.

LO 1-6: Describe typical careers in human resource management.

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Fundamentals of Human Resource Management, 9e Instructor’s Manual 1-3 Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.Society for Human Resource Management Body of Competency & Knowledge

This chapter contains content, which may be identified within the following content areas:

• Talent Acquisition • Learning & Development • Total Rewards • Structure of HR Function • HR Strategic Planning • Organizational Effectiveness & Development • Workforce Management • Risk Management

Human Resource Certification Institute’s A Guide to the HR Body of Knowledge

This chapter contains content, which may be identified within the following content areas:

• Business Management • Talent Planning and Acquisition • Learning and Development • Total Rewards • Employee and Labor Relations 3 / 4

Fundamentals of Human Resource Management, 9e Instructor’s Manual 1-4 Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.Question Guidance to Vignettes and Discussion Questions

HR Oops!Business Execs Doubt HR’s Message on Employee Experience

• What kinds of experiences in your current or recent job (or a job you would like to have)

are positive? Consider, for example, company policies, procedures you must follow, relationships with your supervisor and others, nature of the work, and the pay you earn.

Answer: Student responses will vary but may include an easy-to-use self-service system to get information, training opportunities, constructive feedback from managers, additional types of competition other than pay, etc.

• Why is it important to be able to measure the impact of an HR initiative?

Answer: It is important because it will benefit both employees and the company. If HR can gather data on business performance before and after the programs are launched, it will help them determine what works and what could work better, which will ultimately help the employees and the company.

HRM Social Social-Media Tools for HR Professionals

• Of the social-media applications described here, which, if any, have you already used?

On which, if any, have you observed messages from employers or co-workers?

Answer: Expect many student answers to center around the largest and most popular social media sites/apps. This is both true for the first and second parts of question 1.Consider moving the conversation to tools such as Google Drive, Dropbox, or other sharing tools that are used for both personal and work projects.

• Based on the descriptions here and your experiences with social media, briefly describe

one way the use of social media might help you stat or advance your career.

Answer: Students will probably focus on their network and how job postings can be made and spread very easily. Instructors will want to guide the conversation to targeted strategies, where students can research a company the same way a company can research potential applicants.

HR How To Using HR Data to Solve Business Problems

• Review the categories of HR responsibilities (see Table 1.1). For any of the categories,

write a question that analytics might be able to answer.

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