2: Human Resources Management (Lumen)
- Page ID
- 159860
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\( \newcommand{\dsum}{\displaystyle\sum\limits} \)
\( \newcommand{\dint}{\displaystyle\int\limits} \)
\( \newcommand{\dlim}{\displaystyle\lim\limits} \)
\( \newcommand{\id}{\mathrm{id}}\) \( \newcommand{\Span}{\mathrm{span}}\)
( \newcommand{\kernel}{\mathrm{null}\,}\) \( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\) \( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\) \( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\id}{\mathrm{id}}\)
\( \newcommand{\Span}{\mathrm{span}}\)
\( \newcommand{\kernel}{\mathrm{null}\,}\)
\( \newcommand{\range}{\mathrm{range}\,}\)
\( \newcommand{\RealPart}{\mathrm{Re}}\)
\( \newcommand{\ImaginaryPart}{\mathrm{Im}}\)
\( \newcommand{\Argument}{\mathrm{Arg}}\)
\( \newcommand{\norm}[1]{\| #1 \|}\)
\( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\)
\( \newcommand{\Span}{\mathrm{span}}\) \( \newcommand{\AA}{\unicode[.8,0]{x212B}}\)
\( \newcommand{\vectorA}[1]{\vec{#1}} % arrow\)
\( \newcommand{\vectorAt}[1]{\vec{\text{#1}}} % arrow\)
\( \newcommand{\vectorB}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\( \newcommand{\vectorC}[1]{\textbf{#1}} \)
\( \newcommand{\vectorD}[1]{\overrightarrow{#1}} \)
\( \newcommand{\vectorDt}[1]{\overrightarrow{\text{#1}}} \)
\( \newcommand{\vectE}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash{\mathbf {#1}}}} \)
\( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \)
\(\newcommand{\longvect}{\overrightarrow}\)
\( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)
\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)In this course, students are introduced to the field of human resources management and learn about the legal and social implications of managing employees. Students will learn strategies to plan, recruit, compensate, develop, and engage a company’s workforce. The course covers additional topics including unions, employee safety, corporate social responsibility, global HRM, and small business HRM.
- 2.1: HR- Profession or Calling?
- This page provides a comprehensive overview of Human Resources (HR) management, focusing on its critical role in organizations. It details key functions such as recruitment, training, and employee development, while also emphasizing the importance of metrics for evaluating HR effectiveness and the pathways into the HR field.
- 2.2: Foundations of Human Resource Management
- This page introduces foundational concepts of Human Resource Management (HRM) through various management theories. It covers Scientific Management Theories aimed at productivity, Administrative Management Theories focusing on efficiency and structure, and Behavioral Management Theories which address the human aspect. It concludes with Modern Management Theories that reflect contemporary business practices, offering a comprehensive overview of HRM’s evolution and application.
- 2.3: People Analytics
- This page introduces People Analytics, exploring its definition, implications for organizations, and key metrics for effectiveness. It also discusses best practices, adoption trends, and challenges in implementation, highlighting the crucial role of data in improving workforce management and HR decision-making.
- 2.4: Diversity in the Workplace
- This page emphasizes workplace diversity and its significance, detailing relevant laws and landmark Supreme Court cases regarding discrimination and equal employment opportunity (EEO). It presents best practices for fostering diversity and managing EEO issues, while exploring both the benefits and challenges of diverse environments. Furthermore, it includes a discussion and assignment focused on creating a Diversity Allies Program to promote inclusion.
- 2.4.1: Why It Matters- Diversity in the Workplace
- 2.4.2: The Law and Discrimination
- 2.4.3: Anti-Discrimination Legislation
- 2.4.4: Supreme Court Cases
- 2.4.5: Interpreting the Law
- 2.4.6: EEO Best Practices
- 2.4.7: EEO Complaints
- 2.4.8: EEO Violations
- 2.4.9: Diversity and Inclusion
- 2.4.10: Benefits of Diversity
- 2.4.11: Challenges of Diversity
- 2.5: Workforce Planning
- This page emphasizes the significance of aligning workforce planning with business strategy. It details the workforce planning process, including an assessment of current human resources and an understanding of labor supply and demand. Key components such as job analysis, job descriptions, and job design theories are discussed. The page also offers practical assignments to enhance understanding, showcasing the blend of theory and application in human resource management.
- 2.5.1: Why It Matters- Workforce Planning
- 2.5.2: Business Strategy and Workforce Planning
- 2.5.3: Assessing Current Human Resources
- 2.5.4: Labor Supply and Demand
- 2.5.5: Workforce Planning Outcomes
- 2.5.6: What is Job Analysis?
- 2.5.7: Job Descriptions
- 2.5.8: What is Job Design?
- 2.5.9: Job Design Theories
- 2.5.10: Putting It Together- Workforce Planning
- 2.6: Recruitment and Selection
- This page discusses the recruitment and selection process, focusing on the importance of avoiding discrimination and bias. It covers various stages, effective interview strategies, employer branding, job advertisement writing, candidate sourcing, and the role of technology. Ultimately, it provides a comprehensive understanding of ethical and effective hiring practices.
- 2.6.1: Avoiding Discrimination in Recruiting
- 2.6.2: The Selection Process
- 2.6.3: Avoiding Bias in Selection
- 2.6.4: Interview Approaches
- 2.6.5: Putting It Together- Recruitment and Selection
- 2.6.6: Why It Matters- Recruitment and Selection
- 2.6.7: The Recruitment Process
- 2.6.8: Employer Branding
- 2.6.9: Writing a Job Advertisement
- 2.6.10: Candidate Sourcing
- 2.6.11: Technology and Recruiting
- 2.7: Onboarding, Training, and Developing Employees
- This page discusses key aspects of employee development, emphasizing onboarding, training, and career management. It covers effective onboarding strategies, benefits, and implementation methods. The significance of identifying training gaps is highlighted, along with the ADDIE model for designing training programs and various training methods. The overall aim is to promote employee growth and improve organizational performance through structured development initiatives.
- 2.7.1: Employee Development
- 2.7.2: Career Management
- 2.7.3: Putting It Together- Onboarding, Training, and Developing Employees
- 2.7.4: Why It Matters- Onboarding, Training, and Developing Employees
- 2.7.5: Benefits of Onboarding
- 2.7.6: Methods of Onboarding
- 2.7.7: Identifying Training Gaps
- 2.7.8: The ADDIE Model
- 2.7.9: Employee Training Methods
- 2.7.10: Evaluating Training Effectiveness
- 2.8: Compensation and Benefits
- This page discusses key concepts in compensation and benefits, including pay structures, employee benefits trends, and important legal frameworks like the Fair Labor Standards Act and Equal Pay Act. It highlights the role of compensation in motivation, differentiates between intrinsic and extrinsic rewards, and underscores the need for pay equity.
- 2.8.1: Developing a Pay Structure
- 2.8.2: Benefits
- 2.8.3: Benefit Trends
- 2.8.4: Putting It Together- Compensation and Benefits
- 2.8.5: Why It Matters- Compensation and Benefits
- 2.8.6: Fair Labor Standards Act
- 2.8.7: Equal Pay Act of 1963
- 2.8.8: Pay Equity Issues
- 2.8.9: Compensation and Motivation
- 2.8.10: Intrinsic vs Extrinsic Rewards
- 2.8.11: Types of Compensation
- 2.9: Performance Management and Appraisal
- This page provides an overview of performance management and appraisal, detailing how to enhance appraisal effectiveness and the components involved. It describes the steps for conducting appraisals, evaluates different appraisal methods, and underscores the critical role of effective performance management in boosting organizational performance. Additionally, it addresses common mistakes in performance management, offering a thorough guide to optimizing appraisal systems.
- 2.9.1: Improving Appraisal Effectiveness
- 2.9.2: Putting It Together- Performance Management and Appraisal
- 2.9.3: Why It Matters- Performance Management and Appraisal
- 2.9.4: Performance Management
- 2.9.5: Steps in the Appraisal Process
- 2.9.6: Appraisal Methods
- 2.9.7: Presenting an Appraisal
- 2.9.8: Performance Management Errors
- 2.10: Employee Termination
- This page explores the complexities of employee termination, emphasizing the importance of understanding the process and its implications. It addresses downsizing, legal and ethical considerations, and the impact on employee morale. The distinction between layoffs and firings is highlighted, underscoring the need for careful handling to minimize negative effects on both the organization and remaining employees.
- 2.11: Employee Rights and Responsibilities
- This page explores employee rights and responsibilities, emphasizing the need for formalized behavior standards and procedures in workplaces. It covers employee information, rights, and conduct outside work, as well as legal frameworks such as employment-at-will. The text highlights the importance of discipline, including progressive methods, to manage employee misconduct and promote a healthy work environment.
- 2.12: Building Positive Employee Relations
- This page discusses emotional intelligence, employee engagement, and workplace conflict resolution. It emphasizes the importance of interpersonal skills and engagement for employee relations and productivity. Key factors affecting engagement, measurement methods, and pitfalls are explored, alongside strategies for effective conflict resolution. Overall, the content highlights the significance of these concepts in fostering a positive and productive work environment.
- 2.12.1: Emotional Intelligence
- 2.12.2: Why It Matters- Building Positive Employee Relations
- 2.12.3: Results and Employee Engagement
- 2.12.4: Who is Responsible for Engagement?
- 2.12.5: Measuring Employee Engagement
- 2.12.6: Why Do Engagement Efforts Fail?
- 2.12.7: The Impact of Conflict
- 2.12.8: Conflict Resolution at Work
- 2.13: Union-Management Relations
- This page highlights the importance of labor unions in managing employer relations, organizing efforts, and collective bargaining. It covers relevant legal frameworks, including Janus v. AFSCME, and stresses the need to understand union dynamics in today's workplace. Furthermore, the page includes discussion prompts and assignments aimed at stimulating critical thinking about the future and evolving role of unions in workforce governance.
- 2.14: Safety, Health, and Risk Management
- This page offers a comprehensive overview of workplace safety, highlighting key aspects such as safety factors, human resources' role in health and safety, and risk management processes. It stresses employer responsibilities and worker rights, compliance with safety standards, and the importance of record-keeping.
- 2.14.1: Workplace Safety Factors
- 2.14.2: HR and Health and Safety
- 2.14.3: Risks in Human Resources
- 2.14.4: Managing Risk in Human Resources
- 2.14.5: Why It Matters- Safety, Health, and Risk Management
- 2.14.6: Employer Requirements
- 2.14.7: Worker Rights
- 2.14.8: Record-Keeping Requirements
- 2.14.9: Safety and Health Standards
- 2.14.10: OSHA Inspection
- 2.14.11: OSHA Penalties
- 2.15: Human Resources in Small and Entrepreneurial Businesses
- This page highlights essential HR considerations for small and entrepreneurial businesses, including effective hiring, company culture, and employee retention strategies. It addresses the evaluation of HR needs, differentiating between employees and contractors, and navigating relevant employment laws. Emphasis is placed on developing tailored HR policies considering budget constraints and fostering skills development for future HR management.
- 2.15.1: Policies and Procedures
- 2.15.2: Small Business HR Resources
- 2.15.3: Introduction to Hiring for the Start-up Environment
- 2.15.4: Start-up Culture
- 2.15.5: Employee Success and Retention
- 2.15.6: Putting It Together- Human Resources in Small and Entrepreneurial Businesses
- 2.15.7: Why It Matters- Human Resources in Small and Entrepreneurial Businesses
- 2.15.8: Evaluating HR Needs
- 2.15.9: Authority and Accountability
- 2.15.10: Employees vs Contractors
- 2.15.11: Federal Laws and Small Business
- 2.15.12: Job Descriptions in Small Business


