Week 7 06-03-2018.docx - Lecture 7 Human Resource...

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Lecture 7 – Human Resource Management Human Resource Management - People think of financing and marketing - But it is a field that is burgeoning - What is it? o Concepts of managing a team o Service to the employees o Tends to be more internalized o Hiring and firing o Pay and promotion o Disciplinary problem – people showing up late, leaving early, coming in intoxicated, harassment problems o Keep in mind that there are many rules to recruiting properly NCAA HRM – their responsibility to establish connections and ensure the scandal is actually occurring o Retention – keeping people as long as you can o Development - Evolution of the employee and rights - Management of people - What makes people motivated, satisfied with work? - Recruitment, socialization and training o Socialization is critical when embarking on a new job and for manager - Motivation and rewards - Trending topics in the workplace History of HRM - Early 1900’s HRM rather non-existent o Few laws o Human factor was considered unimportant o Most important was acting in own self-interest - Two developments impacted on HRM o Scientific Management o Human Relations Movement Two Developments Impacted on HRM
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- Scientific management o Looking at the great depression to end of second world war o Academic researchers were trying to get the most out of people through efficiency and effectiveness o The process of Job Analysis process of obtaining information about jobs, understanding manufactures of reduction of cost and time to make the goods, and how quickly it can get to the market Resulted in Job Design o Created a scientific selection process (workers who pass certain test, i.e., aptitude tests, strength test) - Human relations movement o Emerged in 1920-1930s and fully embraced in the 1940s o Examined jobs from the perspective of workers (e.g. what mattered to them) Western electrical study – decided to look at the climate by which people do their work. How hot it was, was their circulation, what if there was no light, etc. o Focused on social solidarity, work group behaviour, non-authoritative supervision o Abraham Maslow Hierarchy Few fallacies The Rise of Unions - The depression (1930s) o Wanted protection of worker rights o Government established legislations Minimum wage act Unemployment insurance o 1940-1950s increased focus on personnel department - 1960s-1980s various laws passed impacting: o Human rights, wages, working conditions, health and safety, and benefits o HRM began to become a reality o The term human resource management emerged as a key concept during the early 70s o Evolved considerably from this point forward Modern Era of HRM 1. Legal (e.g. rights, safety, equity) 2. Planning (e.g. labour relations) 3. Job analysis 4. Recruitment 5. Selection 6. Training and developing 7. Performance appraisal 2
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8. Compensation (benefits, C.B.A) 9. Health and safety 10. Job Design HRM and Organizational Behaviour - A highly skilled HRM will know a thing or two about employee behaviour!!
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