Contents
Human Resource Management and Development
Rationale
Human Resources has at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labour, one of three factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article will address both definitions.
- Human resources in political economy and social sciences
- Human resource development in relation to recruitment and selection
- Human resources within firms
- Shared Services
- Human resources in education
Learning Outcomes
Knowledge
After completing this course, students will be able to
- Explain the strategic role of Human Resource Mangement
- Understand the Principles of Equal Opportunity and the Law
- Explain Diversity and Diversity Training
- Know how to Accommodate Disabled Employees
Skills
After completing this course, students will be able to
- Understand and Handle Intergroup and Interorganizational Conflict
- Understand Strategic Human Resource Management and use the HR Scorecard
- Undertake
Job Analysis and compile Job Descriptions
Today's Videos
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Teaching and Learning Resources
Introduction
- The Strategic Role of Human Resource Management
- Equal Opportunity and the Law
- Strategic Human Resource Management and the HR Scorecard
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Equal Opportunity is a descriptive term for an approach intended to give equal access to a certain social environment, or to ensure people are not specifically excluded from participating in activities such as education, employment, or health care on the basis of immutable traits. This is inherent in the term EOE/M/F/D/V, which means Equal Opportunity Employer / Male / Female / Disabled / Veteran. Equal opportunity practices include measures taken by organizations to ensure fairness in the employment process.
Equal opportunity practices that are race-blind or gender-blind may be distinguished from practices that involve or require affirmative action or reverse discrimination. The United States federal government and various state and local governments require affirmative action in terms of governmental hiring and contracting; many other countries make such action illegal. Executive 11246 requires any group or company doing business with or receiving money from the government to have an equal opportunity for all workers, including an affirmative action plan. This has been debated because many feel affirmative action actually causes an inequal opportunity. The method of providing equal opportunity is often a subject of controversy, as is the means by which to measure the success or failure of equal opportunity policies. Opportunity itself is often difficult - if not impossible - to accurately measure. |
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Thus, in practice, equal opportunity is said to exist when people with similar abilities reach similar results (equality of outcome) after doing a similar amount of work. Indeed, equal opportunity and equality of outcome are often seen as complimentary. For example, as long as inequalities can be passed from one generation to another through gifts and wealth inheritance, it is unclear that equality of opportunity for children can be achieved without greater equality of outcome for parents.
Societies must choose whether equal opportunities in society are to be based on immutable traits (eg. gender, race) or whether to extend their demands to include mutable traits (eg. hair style, education, language, wealth). Equal opportunity does not necessarily diminish the possibible rewards of meritocracy where treatment is based on immutable traits only. Where the pursuit of equalisation of treatment is also based on mutable traits this invokes social justice programs such as affirmative action or positive discrimination.
See also
- Asset-based egalitarianism
- Equal Opportunity Employment
- Universal access
- Centre for Equal Opportunities and Opposition to Racism (Belgium)
- Commission for Racial Equality (UK)
- Disability Rights Commission (UK)
- Equal Employment Opportunity Commission (US)
- Equal Opportunities Commission (UK) - gender equality
- Human Rights and Equal Opportunity Commission (Australia)
- Office of Fair Housing and Equal Opportunity (US)
- New Brunswick Equal Opportunity program
- U.S. Commission on Civil Rights
External links
- United Kingdom
- United States
- Stanford Encyclopedia of Philosophy entry on Equality of Opportunity
Recruitment
and Placement
Tutorials
- Job Analysis
- Personnel Planning and Recruiting
- Employee Testing and Selection
- Interviewing Candidates
Readings
Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.
In some countries, such as the United States, it is legally mandated to provide equal opportunity in hiring.
The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function. This applies particularly in filling positions in the military or in expanding the human resource base of a cult.
Headhunting is a frequently used name when referring to third party recruiters, but there are significant differences. In general, a company would employ a head-hunter when the normal recruitment efforts have failed to provide a viable candidate for the job. Head-hunters are generally more aggressive than in-house recruiters and will use, advanced sales techniques such as initially posing as clients to gather names of employees and their positions, personal visits to the candidates office and will purchase expensives lists of names and job titles. They also prepare a candidate for the interview, negotiate salary, and conduct closure to the search. In general, in house recruiters will do their best to attract candidates for specific jobs while head-hunters will actively seek them out, utilizing large databases, internet strategies, purchasing company directories or lists of candidates, networking, and often cold calling. Many companies go to great efforts to make it difficult for head-hunters to locate their employees.
Third party recruitment firms are usually distinguished by the method in which they bill a company. Outside recruitment agencies charge a placement fee when the candidate they recruited has accepted a job with the company that has agreed to pay the fee. Fees of these agencies generally range from a straight contingency fee to a fully retained service which is similar to placing an attorney on retainer. All recruitment agencies are defined by the placement of a candidate to a particular job within a company.
See also
- E-Recruitment
- Military recruitment, counter-recruitment
- Human resources
- Recruitment process outsourcing
- Management
- Business
- Firing
- Recruiting (athletics)
- Headhunter
- Referral recruitment
Job Analysis refers to various methodologies for analyzing the requirements of a job. |
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Training and Development
Tutorials
Readings
In organizational development, the related field of Training and Development (T & D) deals with the design and delivery of learning to improve performance within organizations.
In some organizations the term Learning & Development is used instead of Training and Development in order to emphasise the importance of learning for the individual and the organization. In other organizations, the term Human Resource Development is used.
Further Information
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Source Copyright 2004 by Donald Clark
Compensation
Tutorials
- Establishing Strategic Pay Plans
- Pay for Performance and Financial Incentives
- Benefits and Services
- Ethics, Justice and Fair Treatment in HR Management
Readings
A Salary is a form of periodic payment from an employer to an employee, which is specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis.
From the point of view of running a business, salary can also be viewed as the cost of acquiring human resources for running operations, and is then termed personnel expense or salary expense. In accounting, salaries are recorded in payroll accounts.
- Executive compensation
- List of single-digit salary earners
- List of largest sports contracts
- List of highest paid baseball players
- List of highest-paid actors
- List of Canadian political offices by salary
- Internet Salary Reports
- U.S. Bureau of Labor Statistics, United States
- Immigrant Salary Search salary for H1B Visa workers and Green Card jobs by title, company and location (data as of 2006)
- Payraise Calculator an online calculator for calculating your salary
Labour Relations and Employee Security
Tutorials
- Labour Relations and Collective Bargaining
- Employee Safety and Health
- Managing Global Human Resources
Readings
The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union.
Labor relations is an important factor in analyzing "varieties of capitalism", such as neocorporatism (or corporatism), social democracy, and neoliberalism (or liberalism).
Labor relations can take place on many levels, such as the "shop-floor", the regional level, and the national level. The distribution of power amongst these levels can greatly shape the way an economy functions.
Another key question when considering systems of labor relations is their ability to adapt to change. This change can be technological (e.g., "What do we do when an industry employing half the population becomes obsolete?"), economic (e.g., "How do we respond to globalization?"), or political (e.g., "How dependent is the system on a certain party or coalition holding power?").
Governments set the framework for labor relations through legislation and regulation. Usually, employment law would cover issues such as minimum wages and wrongful dismissal.
Industrial relations is the equivalent term in Australia, though in recent years the term workplace relations has also become common. This has become a prominent issue of late as the Liberal Government introduced WorkChoices to gear the Australian economy for the future.
- Labor
and Worklife Program at Harvard
Law School
- National Labor Relations Board: http://www.nlrb.gov
- West Virginia University Industrial and Labor Relations Program: http://www.be.wvu.edu/msir/index.htm
- Pennsylvania State University Labor and Industrial Relations Program: http://lsir.la.psu.edu/
- Cornell University Industrial and Labor Relations School: http://www.ilr.cornell.edu/
- Michigan State University School of Labor and Industrial Relations: http://www.lir.msu.edu/
- University of Illinois Institute of Labor and Industrial Relations: http://www.ilir.uiuc.edu
- University of Minnesota Industrial Relations Center: http://www.irc.csom.umn.edu/index.aspx
- Society for Human Resource Management: http://www.shrm.org
- Society for Industrial and Organizational Psychology: http://www.siop.org
- Queen's University Centre for Industrial Relations http://www.industrialrelationscentre.com
- Advisory, Conciliation and Arbitration Service (UK) http://www.industrialrelationscentre.com
- References
Recommended Texts
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Human Resource Management, 10/E Gary Dessler, Florida International University ISBN:
0-13-144097-7 Check the availability and buy your books from our Bookshop. |
Check the availability and buy your books from our Bookshop. |
Human Resource Management and Human Resource Management Skills, 9/E Wayne
Mondy, Texas A&M University Commerce Publisher:
Prentice Hall
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International Human Resource Management Pages:
230 Published: October 2003 ISBN: 0852929838 Check the availability and buy your books from our Bookshop. |
Resources
U.S. Bancorp (NYSE: USB) is a financial services holding company, headquartered in Minneapolis, Minnesota. Its retail division is U.S. Bank, the sixth-largest bank in the United States based on holdings.
U.S. Bancorp was number 131 in the Fortune 500 list of major U.S. companies for 2006.
| 50
largest American
banks and bank
holding companies |
|---|
| ABN AMRO North America • Associated • Bank of America • Bank of New York • BancWest • BB&T • BOK Financial • Capital One • Charles Schwab • Citigroup • Citizens Financial Group • Colonial • Comerica • Commerce Bancorp • Commerce Bancshares • Compass • Fifth Third • First BanCorp • First Citizens • First Horizon National • Fulton • Harris • HSBC Bank USA • Huntington • JPMorgan Chase • Key • M&T • Marshall & Ilsley • Mellon • National City • New York Community • New York Private Bank & Trust • Northern Trust • PNC • Popular • Regions • RBC Centura • Sky • State Street • SunTrust • Synovus • Taunus • TD Banknorth • U.S. Bancorp • UnionBanCal • W Holding • Wachovia • Webster • Wells Fargo • Zions Bancorporation |
- HR Next
- PAQ Services, Inc.
- U.S. Department of Labor
- DoubleClick
- JobDescription.com
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- AT&T
- ABB
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- Acxiom Corporation
- British Petroleum