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Chapter 1 Notes: Introduction to Human Resource Management Authority- the right to command action from others Effective – delivering the right services in a way that citizens fell is appropriate Efficient – delivering of services at the lowest cost Human Resource Management- deals with the designs and implementation of systems in an organization to insure the efficient and effective use of human talent to accomplish organizational goals. HRM is a proactive approach Job Analysis is the systematic investigation of work content and worker qualifications Line Management- those units that are directly involved with the production of the organization’s goods and services. Manufacturing, service, and governmental organizations all have line units Organization – a group of people working together in a coordinated effort to achieve a set of objectives. The organization’s success in achieving objectives is a function of how well resources are managed. They improve by using their resources more efficiently and effectively Productivity-ratio of output (services) to inputs (people, revenue, equipment, etc.) Staff -functions in an advisory capacity to serve the line units of an organization. Primary function of staff departments is to provide support to line departments in attaining objectives efficiently and effectively Theory Z – is a component of TQM. It is a style of management that involves participative management, employee empowerment, and focuses on customer satisfaction Total Quality Management- (TQM) employs statistical methods and benchmarking of products and services against industry standards to ensure continuous quality improvement of organizational activities. This management approach is based on the postwar Japan works of W. Edwards Deming. It is a set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement. Human resources is integrated with the TQM process in the selection and placement of employees based on problem-solving skills, cross-functional training, autonomous work teams, team-based performance appraisal, group incentives, and horizontal career paths. MAJOR CATEGORIES OF ORGANIZATIONAL RESOURCES 1. 2. 3. 4. Financial Physical Information Human resources ROLE OF HR MANAGEMENT IN PARTNERSHIP WITH LINE MANAGEMENT 1. 2. 3. 4. Service Advisory Policy Control Employee Advocacy SOCIETY FOR HUMAN RESOURCE MANAGEMENT CODE OF ETHICS 6 Core Principles o o o o o o Professional responsibility: HR professionals are responsible for adding value to the organizations they serve and contributing to the ethical success of those organizations. They accept professional responsibility for their individual decisions and actions and are advocates for the profession, engaging in activities that enhance its credibility and value. Professional development: HR professionals must strive to meet the highest standards of competence and commit to strengthen their competencies on a continuous basis. Ethical leadership: HR professionals are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct. Fairness and justice: HR professionals are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations. Conflicts of interest: HR professionals must maintain a high level of trust with stakeholders. In the interest of professional integrity, they must protect the interests of stakeholders and should not engage in activities that create actual, apparent or potential conflicts of interest. Use of information: HR professionals consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision-making. This Code of Ethics for the members of the Society for Human Resource Management has been adopted to promote and maintain the highest standards among its members. By joining the Society, a member espouses this Code, thereby assuring public confidence in the integrity and service of human resource management professionals. CODE OF ETHICS FOR GOVERNMENT SERVICE Any person in Government service should: 1. Put loyalty to the highest moral principals and to country above loyalty to Government persons, party, or department. 2. Uphold the Constitution, laws, and legal regulations of the United States and of all governments therein and never be a party to their evasion. 3. Give a full day's labor for a full day's pay; giving to the performance of his duties his earnest effort and best thought. 4. Seek to find and employ more efficient and economical ways of getting tasks accomplished. 5. Never discriminate unfairly by the dispensing of special favors or privileges to anyone, whether for remuneration or not; and never accept for himself or his family, favors or benefits under circumstances which might be construed by reasonable persons as influencing the performance of his governmental duties. 6. Make no private promises of any kind binding upon the duties of office, since a Government employee has no private word which can be binding on public duty. 7. Engage in no business with the Government, either directly or indirectly which is inconsistent with the conscientious performance of his governmental duties. 8. Never use any information coming to him confidentially in the performance of governmental duties as a means for making private profit. 9. Expose corruption wherever discovered. 10. Uphold these principles, ever conscious that public office is a public trust.