HR Functional Areas

HRM 600 – Seminar in HRM
Dr. Dana (McDaniel) Sumpter
Human Resources
 An overview of the people-related and human
resource organizational practices
 The HR function/department
vs. the actual human resources
of an organization
About HR
“HR? They are like the
rats of the
-- A family friend’s
reaction when hearing
of my career in HR
Why HR Matters:
The Triple Bottom Line
 The “Old” Bottom Line
 The “Triple” Bottom Line
Ethical people practices and “CSR”
Why Does HR Matter?
 Starbucks example (text p. 3)
Treat your people right, and they
will treat your customers right!
Intro to Our Course
HRM 600
HRM 600 - Syllabus
 Goals and objectives of the course
 Using BB
 Required text
 Additional readings
 Grades
 Plagiarism
HRM 600 – Seminar in HRM
 Course structure
 Interactive, cases, discussions, exercises
 Thus, no laptops
 I will not cover all of the assigned readings in class,
but all assigned reading is fair game for the exams
 Class Norms
 An open space of non-judgment
 If you disagree, that’s okay- do so respectfully
 Always, always, always participate! Stories,
examples, etc. are always welcome. Bring your
experiences into the classroom.
Communication Norms
Elements of a professionally written email:
 Informative subject line
 Appropriate greeting
 Full sentences
 Capitalization
 Punctuation
 Signature
Intro to HRM
Human Resource Management
 HRM = the policies, practices, and systems that
influence employees’ behavior, attitudes, and
 Talent is a key competitive advantage
 Organizations can copy technology, systems, product
design, etc….
 Organizations cannot copy people
 Every company may someday have a CPO!
 The purpose of this class – as an
employee and as a manager
Responsibilities of HR Departments
(Functional Areas)
 Strategic HR planning
 Analysis and design of
 Talent management
(staffing, recruitment,
 Compensation and
 EE relations (including
grievances, labor
relations, unions)
 EE services
 Training and development
 Personnel records
 Performance management
 Health, safety, and wellbeing
Working in HR
 HR professionals (primarily generalists) play multiple
roles with clients, including
 Per the text: credible activist, business ally, talent
manager, strategic architect, culture/change steward,
op executor
 I say: Consultant, coach, counselor, therapist, parent,
advisor, leader, and tour guide
 For most HR jobs, you have to enjoy working with people
 You may be more of a “gardener” than a “flower”
Ethical HR
 This course takes an ETHICAL approach
 Studying ethical, moral, and values-based implications of
HR decisions
My ethical quandary when working in HR…
Justice at work (process vs. outcome)
Ethics in context
 E.g. international, global differences
 E.g., industry differences
Ethical conflict at work (task, process, personal)
 An “undercurrent” throughout all HR functional topics
“Quick Chat”
 Find a partner
 Share any experience you have had with an ethical
dilemma at work. Discuss:
 What was the situation/context?
 What were your options for action?
 What decision did you make?
 What was the outcome?
Global HR
 This course takes a GLOBAL approach…
 Effect of globalization on HR practices
 Cross-cultural and comparative HR functions
 Expatriates and international work assignments
 … Focusing on benefits and costs of DIVERSITY
 Different age, gender, social class, ethnicity, physical ability,
race, sexual orientation, etc. of EEs
 New ways ERs are expected to accommodate diverse groups
(e.g., LGBT, age)
 Communicating, coaching, developing, giving feedback to
culturally different others
 Goal = a comfortable work environment for all EEs to be
productive, creative, satisfied
“Quick Chat”
 Find a partner
 Share any experience you have had with an global
work experience you have had. Discuss:
 What were the home and host countries?
 What were 1-2 good things or benefits of this
 What were 1-2 challenges or issues faced during
this experience?
 Do you have the desire to work internationally
again? (short or long term) Why or why not?
How HRM is Evolving
The HRM Profession
 HR salaries vary depending on education and experience,
industry, and company’s “use” of HR
 Primary professional organization: Society for Human
Resource Management (SHRM)
 Specialists vs. Generalists
 Very different jobs!
 Generalist = “conductors of the orchestra”
 Certifications
Potential Relationships between
HR and Top Management
File Maintenance 
Organization 
The HRM Function is Changing
 Less time on administrative tasks
 Self-service – online access to HR information
 Outsourcing – another company provides services
 More of a strategic business partner, change agent, and
employee advocate
 Evidence-based HR (e.g. p. 24)
 Demonstrating that HR practices have a positive influence
on the company’s bottom line or key stakeholders
 HR is a cost center!
 Via analytics (e.g. balanced scorecard…)
The Sustainability Challenge
*Sustainability = the ability of a company to
survive and succeed in a dynamic competitive
environment, without sacrificing key resources
*Changes in employment expectations:
 Changes in function/occupation (more to
 Psychological contract
 Alternative work arrangements
*Goal is employee engagement
Legal and Ethical Issues:
The Need to Stay Current
 Primary areas of the legal environment have
influenced HRM over the past 25 years
 Equal employment opportunity (EEO) legislation
 Safety and health
 Pay and benefits
 Privacy
 Job security
 New changes (especially in CA!)
 Social media
 Wage and hour issues, breaks
 Affordable care act

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