Chapter 1 Notes: Introduction to Human Resource Management

Authority- the right to command action from others

Effective – delivering the right services in a way that citizens fell is appropriate

Efficient – delivering of services at the lowest cost

Human Resource Management- deals with the designs and implementation of systems in
an organization to insure the efficient and effective use of human talent to accomplish
organizational goals. HRM is a proactive approach

Job Analysis is the systematic investigation of work content and worker qualifications

Line Management- those units that are directly involved with the production of the
organization’s goods and services. Manufacturing, service, and governmental
organizations all have line units

Organization – a group of people working together in a coordinated effort to achieve a set

of objectives. The organization’s success in achieving objectives is a function of how
well resources are managed. They improve by using their resources more efficiently and
effectively

Productivity-ratio of output (services) to inputs (people, revenue, equipment, etc.)

Staff -functions in an advisory capacity to serve the line units of an organization. Primary
function of staff departments is to provide support to line departments in attaining
objectives efficiently and effectively

Theory Z – is a component of TQM. It is a style of management that involves

participative management, employee empowerment, and focuses on customer satisfaction

Total Quality Management- (TQM) employs statistical methods and benchmarking of

products and services against industry standards to ensure continuous quality
improvement of organizational activities. This management approach is based on the
postwar Japan works of W. Edwards Deming. It is a set of principles and practices whose
core ideas include understanding customer needs, doing things right the first time, and
striving for continuous improvement. Human resources is integrated with the TQM
process in the selection and placement of employees based on problem-solving skills,
cross-functional training, autonomous work teams, team-based performance appraisal,
group incentives, and horizontal career paths.
MAJOR CATEGORIES OF ORGANIZATIONAL RESOURCES

1) Financial
2) Physical
3) Information
4) Human resources

ROLE OF HR MANAGEMENT IN PARTNERSHIP WITH LINE MANAGEMENT

1) Service
2) Advisory
3) Policy Control
4) Employee Advocacy

SOCIETY FOR HUMAN RESOURCE MANAGEMENT CODE OF ETHICS

6 Core Principles

• Professional responsibility: HR professionals are responsible for adding

value to the organizations they serve and contributing to the ethical
success of those organizations. They accept professional responsibility for
their individual decisions and actions and are advocates for the profession,
engaging in activities that enhance its credibility and value.
• Professional development: HR professionals must strive to meet the
highest standards of competence and commit to strengthen their
competencies on a continuous basis.
• Ethical leadership: HR professionals are expected to exhibit individual
leadership as a role model for maintaining the highest standards of ethical
conduct.
• Fairness and justice: HR professionals are ethically responsible for
promoting and fostering fairness and justice for all employees and their
organizations.
• Conflicts of interest: HR professionals must maintain a high level of trust
with stakeholders. In the interest of professional integrity, they must
protect the interests of stakeholders and should not engage in activities
that create actual, apparent or potential conflicts of interest.
• Use of information: HR professionals consider and protect the rights of
individuals, especially in the acquisition and dissemination of information
while ensuring truthful communications and facilitating informed
decision-making.
This Code of Ethics for the members of the Society for Human Resource Management
has been adopted to promote and maintain the highest standards among its members. By
joining the Society, a member espouses this Code, thereby assuring public confidence in
the integrity and service of human resource management professionals.

CODE OF ETHICS FOR GOVERNMENT SERVICE

Any person in Government service should:

1. Put loyalty to the highest moral principals and to country above loyalty to Government
persons, party, or department.

2. Uphold the Constitution, laws, and legal regulations of the United States and of all
governments therein and never be a party to their evasion.

3. Give a full day's labor for a full day's pay; giving to the performance of his duties his
earnest effort and best thought.

4. Seek to find and employ more efficient and economical ways of getting tasks
accomplished.

5. Never discriminate unfairly by the dispensing of special favors or privileges to anyone,

whether for remuneration or not; and never accept for himself or his family, favors or
benefits under circumstances which might be construed by reasonable persons as
influencing the performance of his governmental duties.

6. Make no private promises of any kind binding upon the duties of office, since a
Government employee has no private word which can be binding on public duty.

7. Engage in no business with the Government, either directly or indirectly which is

inconsistent with the conscientious performance of his governmental duties.

8. Never use any information coming to him confidentially in the performance of

governmental duties as a means for making private profit.

9. Expose corruption wherever discovered.

10. Uphold these principles, ever conscious that public office is a public trust.

(Passed July 11, 1958.)