1. Major Categories of Human Resource Management Functions Planning a. Strategic Human Resource Management The process of developing and implementing HR policies and practices that directly support the major objectives and competitive strategy of the organization. b. Job Analysis The process of obtaining and documenting information about the major responsibilities, duties, and tasks of each job in an organization, as well as the major types of knowledge, skills, and abilities required to perform the job. c. Legal Compliance The process of developing human resource policies and practices that meet the requirements of local, state, and federal laws. Staffing
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c. Pay Incentives The process of developing and implementing incentive pay plans, such as merit systems, bonuses, profit sharing, etc., to attract and motivate a high performing workforce. Maintaining Quality of Work Life and Discipline a. Managing Employee and Labor Relations The process of maintaining awareness of employee attitudes, needs, and grievances, and communicating effectively with employees to maintain positive relations and high morale. b. Safety and Health The process of evaluating and maintaining a safe and healthy work environment for employees. c. Maintaining Employee Rights and Discipline The process of maintaining reasonable and statutory employee rights, such as privacy, speech, and security, and providing consistent and fair disciplinary policies to ensure positive relations with employees.
2. Environmental and Organizational Challenges for HR Managers Environmental Challenges
Rapid change in technology and market competition.
Workforce diversity increased minority make-up of workforce.
Globalization organizations competing and building facilities abroad.
Rise of internet increase marketing through internet and information search.
Legislation continued local, state, and federal legislation in HR domain.
Evolving work and family roles dual career households requiring accommodation.