HUMAN RESOURCE MANAGEMENT june 29, 2013
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Industrial Psychology
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HUMAN RESOURCE MANAGEMENT june 29, 2013
- 1. Joshua J. Batalla MP – IP 1-1
- 2. FACILITATE PRODUCTION REDUCE ACCIDENTS IMPROVE EMPLOYEE MORALE
- 5. RANKS 19th as one of the best jobs by CNN In terms of: Pay Personal Satisfaction Job Security Future Growth Benefit to the Society
- 6. Chairman and CEO TRAINER COMPENSATION ANALYST VP for HR CONSULTANT OD STAFF EMPLOYEE RELATIONS MANAGER IOP PSYCH HR DIRECTOR SOURCING MANAGER HR GENERALIST RECRUITER HR SPECIALIST RECRUITMENT MANAGER PROFESSOR HRIS STAFF RESEARCH ANALYST EMPLOYEE SERVICE PSYCHOMETRICIAN TALENT ACQUISITION
- 7. HRM’S ROLE/PLACE IN THE ENVIRONMENT
- 8. THE HUMAN USE OF HUMAN BEINGS
- 12. Sales WORK COMMUTE TO WORK WATCH TV SLEEP PREPARE and EAT MEALS
- 16. IS HR IS JUST A SUPPORT FUNCTION??
- 17. THANK YOU
Editor's Notes
- Scholarly Presentation on Human Resource Development ManagementDate : June 29, 2013Place : Room 301 –BAudience : Graduate School students (variety of Psych and other courses) level of experience (intermediate)Report Objective: to be able to learn the importance and basic concepts of Human Resource Development management.
- The Goal of I/O psychology is to create an environment that facilitate production, Reduce workplace accidents and Maintains employee morale
- Within companies, HR positions generally fall into one of two categories: generalist and specialist. Generalists support employees directly with their questions, grievances, and projects. They "may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs."[13] Specialists, conversely, work in a specific HR function. Some practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later. Being an HR manager consistently ranks as one of the best jobs, with a #4 ranking by CNN Money in 2006 and a #20 ranking by the same organization in 2009, due to its pay, personal satisfaction, job security, future growth, and benefit to society.[14][15]Human resource consulting is a related career path where individuals may work as advisers to companies and complete tasks outsourced from companies. In 2007, there were 950 HR consultancies globally, constituting a USD $18.4 billion market. The top five revenue generating firms were Mercer, Ernst & Young, Deloitte, Watson Wyatt (now part of Towers Watson), Aon (now merged withHewitt), and PwC consulting.[16] For 2010, HR consulting was ranked the #43 best job in America by CNN Money.[17]
- Chairman and CEOCity managerCompensation analystCompensation managerConsultantDirector of organizational effectivenessDirector of training and developmentDirector of workforce planningDirector of assessment and selectionEEO/Diversity specialistEmployee relations managerHR directorHR generalistHR representativeHR specialistHR supervisorIndustrial-organizational psychologistManager of leadership and developmentPersonnel managerPresidentProfessorRecruiterResearch analystResearch scientistResearch psychologistSenior partnerStaffing managerTrainerTraining coordinatorTraining managerVice president for human resourcesVice president for organizational development
- Industrial/organizational psychology is a branch of psychology thatapplies the principles of psychology to the workplace. The purpose of I/O psychologyis “to enhance the dignity and performance of human beings, and theorganizations they work in, by advancing the science and knowledge of humanbehavior” (Rucci, ).
- For example, principles of learning are used to develop training programsand incentive plans, principles of social psychology are used to form work groupsand understand employee conflict, and principles of motivation and emotion areused to motivate and satisfy employees. The application of psychological principlesis what best distinguishes I/O psychology from related fields typically taughtin business colleges. Although many of the topics covered in this text are similarto those found in a human resource management (HRM) or organizationalbehavior text, the techniques and the reasons behind them are often different. Forexample, many HRM texts advocate the unstructured interview as an excellentsolution for selecting the best employees. I/O psychologists, however, considerunstructured interviews to be of less value than more suitable alternatives suchas psychological tests, behavioral interviews, work samples, biodata, and assessmentcenters (Berry, ).A factor that helps differentiate I/O psychology fromother fields of psychology is the reliance on the scientist-practitioner model. Thatis, I/O psychologists act as scientists when they conduct research and as practitionerswhen they work with actual organizations. In addition, I/O psychologistsact as scientist-practitioners when they apply research findings so that the workthey perform with organizations will be of high quality and enhance an organization’seffectiveness.
- One reason that I/O psychology continually increases in popularity is that,perhaps more than any other field, professionals in the field can have a positiveimpact on the lives of other people. To support this last statement, let us look at atypical day in the life of a typical person:Work hoursCommute to work hourWatch TV hoursSleep hoursPrepare and eat meals hoursOther hoursWith the possible exception of sleeping, people spend more time at their jobsthan at any other activity in life (and sometimes these two activities overlap!).Thus, it makes sense that people who are happy with and productive at their jobswill lead more fulfilling lives than people unhappy with their jobs. If a person isunhappy at work for hours a day, the residual effects of this unhappiness willaffect the quality of that person’s family and leisure life as well.From a societal perspective, I/O psychologists can also improve the qualityof life by increasing employee effectiveness, which reduces the cost of goods soldby improving product quality. This in turn reduces repair and replacement costsby improving organizational efficiency, which can result in decreases in inefficientactivities such as waiting in line.Thus, I/O psychology can improve the quality of life at levels equal to, andoften exceeding, those of fields such as counseling psychology and medicine. So,even though I/O psychologists make a good salary, the real benefits to the fieldinvolve the positive impacts on the lives of others
- Major Fields of I/O PsychologyThough the goal of I/O psychology is to increase the productivity and well- beingof employees, there are two approaches to how this can be accomplished. Theindustrial approach (the “I” in I/O psychology) focuses on determining thecompetencies needed to perform a job, staffing the organization with employeeswho have those competencies, and increasing those competencies throughtraining. The organizational approach (the “O” in I/O psychology) creates anorganizational structure and culture that will motivate employees to performwell, give them with the necessary information to do their jobs, and provideworking conditions that are safe and result in an enjoyable and satisfying workenvironment.Personnel PsychologyI/O psychologists and HRM professionals involved in personnel psychologystudy and practice in such areas as analyzing jobs, recruiting applicants, selectingemployees, determining salary levels, training employees, and evaluatingemployee performance. Professionals working in these areas choose existing testsor create new ones that can be used to select and promote employees. These testsare then constantly evaluated to ensure that they are both fair and valid.Personnel psychologists also analyze jobs to obtain a complete picture ofwhat each employee does, often assigning monetary values to each position.After obtaining complete job descriptions, professionals in personnel psychologyconstruct performance-appraisal instruments to evaluate employeeperformance.Psychologists in this area also examine various methods that can be usedto train and develop employees. People within this subfield usually work in atraining department of an organization and are involved in such activities asidentifying the organization’s training needs, developing training programs, andevaluating training success. Industrial psychologyJob analysisRecruitment and selectionCompensation and benefitsTraining and developmentPerformance appraisal ProfitProductionHiringbenefits Determining the competencies in performing a jobHow to staff the organization w/competent employeesIncreasing competencies (by means of training and development)
- Organizational PsychologyPsychologists involved in organizational psychology are concerned with theissues of leadership, job satisfaction, employee motivation, organizationalcommunication, conflict management, organizational change, and groupprocesses within an organization. Organizational psychologists often conductsurveys of employee attitudes to get ideas about what employees believe are anorganization’s strengths and weaknesses. Usually serving in the role of a consultant,an organizational psychologist makes recommendations on ways problemareas can be improved. For example, low job satisfaction might be improvedby allowing employees to participate in making certain company decisions,and poor communication might be improved by implementing an employeesuggestion system. Professionals in organization development implement organization-wideprograms designed to improve employee performance. Such programs mightinclude team building, restructuring, and employee empowerment.
- Human Factors/ErgonomicsPsychologists in the area of human factors concentrate on workplace design,human-machine interaction, ergonomics, and physical fatigue and stress. Thesepsychologists frequently work with engineers and other technical professionalsto make the workplace safer and more efficient. Sample activities in this subfieldhave included designing the optimal way to draw a map, designing the most comfortablechair, and investigating the optimal work scheduleErgonomicsWorkplace designHuman-machine interactionPhysical fatigue and workstress Provide working conditions that will result to an enjoyable and satisfying workplace
- HR is just a support function !!!!!I don't have the statistics but am sure there are not many CEO's in this world who have a basic background in HR, not counting organisations who are in the business of HR or HR consulting.The job of the CEO is (among other things)- to provide the vision for the organisation- to define the strategic roadmap- to mobilise resources- to develop capabilities in the organisation- to nurture talent in the organisation- to be the spokesman for the organisation both externally and internally- to be the driver of performanceAs far as my understanding goes,- HR is the department which helps in creating the vision of the organisation and communicating it to the organisation- They are part of the team which defines the strategic roadmap as controller of the most important resource, Human resource- They mobilise Talent the most critical resource which works at mobilising all the other resources hence have an understanding of all other resources required by the organisation- capability and talent management are the most important inputs of HR department- They are the spokesmen for the company as an employer both externally and internally- They are the controller of the process of performance managementIf my assumptions on the CEO job description are right then ideally the HR folks should have the closest capability fit to the CEO position. I am sure I am taking a very simplistic view of things and have left out a lot of variables.Lets look at how HR provides a well rounded General Management experience.HR - The marketing / selling experience HR departments job is to create an employer brand for the organisation so that prospective employees get attracted to the product (the employment experience). Since they are selling intangible service experience and hence I would assume they are in the more difficult terrain of branding compared to selling products.They have to segment the prospective employee market to attract the right talent thru the right channels of recruitment at the cheapest cost at the price that the organisation is willing to pay.They have to sell the employment experience to prospective employees to attract them and the existing employees to retain them.Hence Kotler is as much use to the HR guys as is to Marketing folks.HR - The finance experiencePeople cost is one of the significant cost items in most P&Ls. In knowledge based industries it is THE most significant head. Hence a need to understand the return on investment on this head is one of the most important aspect of HR. HR designs the performance pay programs which are based on the financial performance of the organisation in most cases. Hence there is no escape from understanding the nuances of EVA and ROCE and P/E and so on. Also as the key negotiator of the wage settlements which have huge long term financial implications for many organisations the HR department has to be familiar with all the financial details. One also can't escape understanding of the taxation matters when designing compensation packages.HR - The operations experienceBeing part of the union negotiations and also the authority responsible for disciplinary actions on the shopfloor the HR department has to have a good understanding of the workings of the plant. HR has to follow inventory management principles to keep the optimum pipeline of talent so that the operations are not stopped. HR creates policies manuals which are similar to the SOPs in a plant to a great extent.Other than this, HR's role as a builder of capability requires it to have a fair understanding of all the areas of capability requirements in the organisation else there is no way they can organise the people development programs.