HRM: Global Human Resource Management

LEARNING OUTCOMES

• List the HR challenges of international business.
• Illustrate with examples how intercountry differences affect HRM.
• List and briefly describe the main methods for staffing global organizations.
• Discuss some important issues to keep in mind in training, appraising, and compensating international employees.
• Explain with examples how to implement a global human resource management program.

HRM: Equal Employment Opportunity and HRM

After studying this, you should be able to:

• Cite the main features of at least five employment discrimination laws.
• Define adverse impact and explain how it is proved and what its significance is.
• Avoid employment discrimination problems.
• Cite specific discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits.

HRM: Employee Safety and Health

After studying this, you should be able to:

• Explain the basic facts about OSHA.
• Explain the supervisor’s role in safety.
• Minimize unsafe acts by employees.
• Explain how to deal with important occupational health problems.

HRM: Employee Compensation and Benefits

After studying this, you should be able to:

• Name and define each of the main pay for time not worked benefits.
• Describe each of the main insurance benefits.
• Discuss the main retirement benefits.
• Outline the main employees’ services benefits.
• Explain the main flexible benefit programs.

HRM: Performance Management Strategies

Learning Objectives

• Definition of Performance Management (PM)
• The Performance Management Contribution
• Disadvantages/Dangers of Poorly Implemented PM Systems
• Definition of Reward Systems
• Aims and Role of PM Systems
• Characteristics of an Ideal PM System
• Integration with Other Human Resources and Development Activities

HRM: Career Planning and Development Strategies

Learning Objectives

• ŒExplain how a career development program integrates individual and organizational needs.
• Describe the conditions that help to make a career development program successful.
• ŽDiscuss how job opportunities can be inventoried and employee potential assessed.
• Describe the methods used for identifying and developing managerial talent.
• Cite the ways in which employers can facilitate the career development of women.
• ‘Cite the ways in which employers can facilitate the career development of members of minority groups and of dual-career couples.
• ’Describe the various aspects of personal career development that one should consider.

HRM: Employee Orientation, Training, and Development Strategies

After studying this chapter, you should be able to:

• Describe the basic training process.
• Describe and illustrate how you would go about identifying training requirements.
• Explain how to distinguish between problems you can fix with training and those you can’t.
• Explain how to use five training techniques.

HRM: HUMAN RESOURCE PLANNING

After studying this, you should be able to:

• Learning Objectives
• Define human resource planning
• Explain strategy-linked HRM
• Name the steps in the HRM process
• Describe succession planning, commitment planning, manpower planning, and ratio analysis

HRM: Employee Recruitment and Selection Strategies

After studying this, you should be able to:

• Explain the main techniques used in employment planning and forecasting.
• List and discuss the main outside sources of candidates.
• Effectively recruit job candidates.
• Name and describe the main internal sources of candidates.
• Explain how to recruit a more diverse workforce.

HRM: Job Analysis and Job Design

After studying this, you should be able to:

• Discuss the nature of job analysis, including what it is and how it’s used.
• Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
• Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
• Write job specifications using the Internet as well as your judgment.
• Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.

HRM: Strategic HRM

Learning Objectives

• Explain why strategic human resource management can help an organization gain a competitive advantage.
• Describe the steps managers take to recruit and select organizational members.
• Discuss the training and development options that ensure organization members can effectively perform their jobs.
• Explain the issues managers face in determining levels of pay and benefits
• Understand the role that labor relations play in the effective management of human resources

HRM: Gaining a Competitive Advantage and Challenges

Definition

• Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization.
• HRM is the organizational function that deals with or provides leadership and advice for dealing with all issues related to the people in an organization.
• HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment.
• HRM is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour laws of concern state or country.