Examine business practices and laws that help create a better and more effective working environment, including recruitment, training, performance measurement, compensation, safety, and labor relations.
Human resource management (HRM), also called human capital management, refers to how organizations strategically allocate their most valuable resources – their employees – to areas of the company where they will be the most productive. HRM requires more than a strong human resources department: it requires smart, capable team managers working with the human resources (HR) department to carry out common goals. This cooperation involves careful strategizing, good leadership, and other solid business practices. Companies often maintain their competitive advantage by holding onto resources other businesses lack. Having the right employees separates highly successful firms from their competitors.
As a discipline, HRM dates back to the early 1900s, but its most strategic components result from transitions that took place in the workforce in the late 1960s. When it passed Title VII of the Civil Rights Act of 1964 was passed, the U.S. Congress mandated that all organizations adhere to laws that now govern how they treat and respond to employee complaints. At the same time, businesses began to realize the advantage they gained when they integrated women and minorities who were transitioning into the workplace. Increasing diversity created cultures that reinforced and supported their missions and visions. Everyone has a core belief system shaped by their circumstances and experiences that guides their perceptions and beliefs. We often gravitate toward the situations we understand and make sense to us. To effectively manage human capital, business professionals often have to step outside of their comfort zone to support innovative practices and make strategic decisions that are in the company's best interest rather than support a static culture they may consider to be more "comfortable".
We discussed the basics of managing human capital in BUS208: Principles of Management. In this course, we introduce more advanced topics, such as identifying your business's needs to carry out a proper recruitment and selection process. Training, development, and performance evaluations can help you shape each employee into an ideal firm resource. Providing adequate compensation and incentives can help you retain these precious resources within the firm.
Although you may not be planning for a career in HRM, this course will help you appreciate that much of your career success will depend on working with the right people.
- Unit 1: The Nature of Human Resources
- Unit 2: Strategic Human Resource Planning and Staffing
- Unit 3: Recruitment and Selection
- Unit 4: Training, Development, and Career Planning
- Unit 5: Performance Management and Measurement
- Unit 6: Compensation and Benefits
- Unit 7: Safety, Health, and Wellness
- Unit 8: Labor Relations and Internal Employee Relations
- Interpret the functions of Human Resources Management and Strategic HRM;
- Describe strategic human resource practices that align with organizational goals;
- Explain strategies in the recruitment and selection of talent;
- Analyze approaches in talent development and career planning to foster employee engagement in a way that contributes to the long-term success of the organization;
- Explain concepts of performance planning, measurement, and control;
- Apply concepts related to compensation, benefits, and the regulatory environment governing remuneration;
- Evaluate employee safety and health concepts and associated legislation while recognizing the significance of wellness programs in the workplace; and
- Explain key concepts in workforce relations.