SLP1

Intro to Human Resource Management; HRM’s Role; Strategic HRM

Introduction to HRM

Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

What are some of the functions of HRM?

Staffing: ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

Talent Development: training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

Total Rewards: what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

Employee and Labor Relations: “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

HR’s Role in Organizations: The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.

Select an article of your choice, published within the past three years, related to a topic in this module. Discuss the following:

What main points does the author (or authors) make? Do you agree? Why or why not? What would make this article stronger? Bring in at least one other author viewpoint on the topic (from your background readings or library research), comparing or contrasting it to the article that you read.

You have a choice for the format of your submission, either submit:

a. An essay (2–3 pages, not counting the cover page or the Reference page) which includes an introduction and conclusion

or

b. A PowerPoint presentation with speaker notes on each slide. Not counting the cover slide or the Reference slide, your slide presentation should be 3–5 slides. 

SLP Assignment Expectations

Your submission will be evaluated using the criteria as stated in the SLP rubric. The following is a review of the rubric criteria:

· Assignment-Driven: Does the submission fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the submission meet minimum length requirements?

· Critical Thinking: Does the submission demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the submission address the topic with sufficient depth of discussion and analysis?

· Business Writing: Is the submission logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

· Effective Use of Information: Does the submission demonstrate that the student has read, understood and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall submission?

· Citing Sources: Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the  Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the submission been included on the  References page?

· Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

Intro to Human Resource Management; HRM’s Role; Strategic HRM

Introduction to HRM

Human Resource Management (HRM or simply HR) is one of the most exciting fields to study in business. It is the utilization of people to help the organization achieve its goals and objectives. Executives, managers, supervisors, and other employees are all in the organization because there is work to be done. People who work in HR departments work with constant change and challenges—staffing needs, legal compliance, special compensation issues, and technological changes, for instance.

What are some of the functions of HRM?

Staffing: ensuring that the organization has the proper number of employees with the right skills and behaviors to get the jobs done. Some of the major areas often grouped closely with the staffing function are job analysis, human resource planning, recruitment, selection, and on-boarding/new employee orientation. We will look at the staffing function in Module 2.

Talent Development: training and developing employees as well as career planning, organizational development, performance management, and performance appraisal. Talent development, along with performance management, and organizational development are the topics for Module 3.

Total Rewards: what people receive in return for performing work in an organization. This is a concern for employees and employers alike. The total of all rewards include pay (direct financial compensation), benefits (indirect financial compensation) and non-financial compensation (satisfaction from the job itself or from the psychological environment and/or the work environment itself). Employee compensation with a strong motivational component (referred to as “total rewards”) is discussed in Module 4.

Employee and Labor Relations: “Labor relations” (sometimes called “industrial relations”) pertains to the employer-union-employee relationship when a union is present. The term “employee relations” normally represents the broader scope of workplace relationships—including employee morale, corrective action, terminations, and resignations. Module 4 pertains to total rewards, employee and labor relations, and also global HRM.

Keep in mind this course is an overview course—not a how-to course. The more advanced courses in the MSHRM degree program (MGT511, MGT516, HRM520, HRM522, and HRM599) go into more detail of the how-to of these and other HRM functional areas.

HR’s Role in Organizations: The role of HR professionals is under constant change. Many changes have been made so that HR professionals play a more strategic role. Because of this strategic emphasis, the question becomes, Who will perform the usual administrative roles associated with the many HR functions listed above? Many employers have turned to outside vendors or the use of HR technology systems in-house. Some HR duties have disappeared. The focus has switched to one of cost cutting—lean budgets in a global environment. HR staffs have been reduced and operating budgets are smaller. The most efficient organizations typically spend nearly 30% less per employee on HR and operate with 25% fewer HR employees (Controller’s Report, 2011).

Please note that the following links will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.