15: Human Resource Management
- Page ID
- 3692
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- 15.1: Why It Matters- Human Resource Management
- This page details the difficult working conditions in early 1900s American textile factories, focusing on child labor, low wages, and unsafe environments. It underscores the absence of worker protections before the emergence of labor unions and activism, which eventually improved employee rights and safety regulations. This historical context is crucial for understanding human resource management's role in ethical workforce planning and management.
- 15.2: Human Resource Management
- This page highlights the importance of human resource management (HRM) for business success, which extends beyond recruitment to include employee performance optimization through planning, training, and management. Key HR functions focus on staffing, development, compensation, safety, and employee relations, aimed at reducing turnover and boosting engagement.
- 15.3: Human Resources and Laws
- This page summarizes important U.S. laws affecting human resource management, emphasizing anti-discrimination legislation like the Civil Rights Act of 1964 and the role of the EEOC. It covers various acts protecting workers' rights, including those addressing age and disabilities.
- 15.4: Recruitment and Hiring
- This page emphasizes effective recruitment and hiring practices, highlighting the significance of diversity beyond race and gender, which fosters innovation and understanding of global markets. It identifies challenges like stereotypes and communication barriers, and outlines recruitment methods, including headhunters and interviews.
- 15.5: Training, Development, and Rewards
- This page discusses the perception of performance appraisals as negative but emphasizes their role in employee development rather than mere assessment. Effective appraisals require constructive feedback and focus on continuous learning. It highlights various performance appraisal methods and employee compensation structures, including benefits crucial for attraction and retention. Common benefits include medical coverage and retirement plans, while additional perks enhance satisfaction.
- 15.6: Termination
- This page discusses HR management options for employee termination, categorizing them as voluntary or involuntary. It highlights types such as firing, layoffs, attrition, mutual agreements, and forced resignations, noting the implications of each. Layoffs stem from economic reasons rather than performance. Forced resignations can pose legal issues, and the potential for rehire is influenced by the termination circumstances.
- 15.7: HR Challenges
- This page discusses the significant challenges faced by today's HR managers, including high employee turnover due to downsizing and poor leadership, alongside pressures from big data analytics for informed decision-making. Strategies to mitigate turnover focus on supportive environments and competitive compensation.
- 15.8: Putting It Together- Human Resource Management
- This page discusses the evolution of employee working conditions in America since the 1900s, highlighting persistent workplace discrimination. It emphasizes the essential role of human resource professionals in addressing these issues by understanding legal and ethical facets of employment. Employees are encouraged to know their rights to improve conditions.