Roles and Practices of HR:

Human Resource (M) GOAL: is to put into place (create) policies (rules),
practices, or a system that changes how employees act/behave for the better.
Human resource manager will attempt to improve employees attitude in the
workplace and the performance of all employees
-Increases the competitiveness of a company in a market.

-1) HR analyzes work done, plans HR events and training/development (ex.
Needs assessment)
-2) They hire new employees: recruiting them to apply, choosing the candidates,
and then training and developing the hired employees,
-3) HR compensates employees (and decides the system to compensate
employees), and manages and appraises employee performance.
-4) HR manager relates to employees and resolves problems between employees
(or employees and managers).

Competencies:
Relationships:
Credible Activist (have ethics and integrity) people respect them
Share information, and build good and trusting relationships
Able to influence other people and observe.
Organizational Capabilities:
Business Ally The understand/know how the business makes $$$
Understand business language
Talent Manager/Organizational Designer:
Develop talent (train people well), design reward systems
(compensation), shape the organization change the organization
for the better
Strategic Architect:
Recognize trends in the business world
Evidence based HR (studies and data analyzing HR strategies)
(ex. analyze numbers to see if attendance, or project
completion has increased)
Systems and Processes:
Cultural and Change Steward:
-lead change (starts and facilitates company change)
Developing and valuing culture:
Understanding the mentality the company has, and how workers
are expected to act (in the workplace)
-ex. Amazon culture: work very hard, 60 hours + per week
Helping employees understand and work with the culture: balancing work
and life, being happy in their work, and encouraging innovation
Operational Executor:
Implement policies related to workplace
(ex. Of policy if Monday is paid holiday, you must work on Friday
to get paid for Monday)
Technology change and advance it as time passes
Day-to-day work of management of people.

Challenges for HR and the Sustainability of a Company:
Sustainability- the ability of a company to make profit without sacrificing the
resources of its employees, the community, and the environment.
Company makes profit for its stakeholders (shareholders, customers,
employees, and the community that it exists in)

HRM has to balance between the needs of the stakeholders.
Balanced scorecard: measures satisfaction from all 4 sources)

Business competitiveness: Sustainability, Globalization, Technology
Globalization expand into different countries, employees need to
know the language (different), employees must understand
different cultures
(company has to understand different culture too).
Technology: updating technology to fit with the times: using new
computer systems or robotics, or other technological advancements
-HR computer systems tracking data (analytics)
Integrating technology with social systems
Sustainability: Company culture, development and growth within
the company:
-encouraging high quality products, and high employee
performance (through good employment experiences)
environmental responsibility (go green good for the
environment)
***Globalization is the expansion of a company to other countries,
Technology is updating the companys systems to fit with the modern
times, and sustainability is growing and developing the company from
within.

Globalization starts with distribution of a product (minor), then moves to
production of products (minor: one/two factories), then to Distribution and
production (major factories and sell a lot with in a country), then it
becomes a base for a company (regional HQ-headquarters)

offshoring, onshoring, & outsourcing

Offshoring exporting jobs from developed to less developed countries (US jobs going
to China or Bangladesh or Singapore or Brazil) cheaper labor.
Onshoring exporting jobs to the rural part of the same country (Kentucky or West
Virginia in the US) cheaper labor there.
Outsourcing- hiring outside of your company: hire a contractor, another company to do
work for you.

Psychological contracts between the employee and the company/manager: the
expectations of employee contributions and what the company will give back in exchange
for the employees efforts.
NOT WRITTEN

CSR, Sustainability, & Ethics
Ethics: the way in which people behave on the job: fairness, responsibility, mutual
benefits between clients/vendors and a company, and a sense of purpose in the work a
company does.
-Sarbanes-Oxley Act (2002): sets rules to prevent illegal or unethical behavior in
companies by managers and executives. Establishes a code of conduct (or rules
of behavior) for management.

HR manager seeks to ensure the culture of a company is an ethical one, and select
(hire) employees who are or will behave ethically, and if there is a problem where
a lot of employees behave unethically, they migh introduce a seminar or training
session to encourage ethical behavior.

CSR Corporate Social Responsibility: companies try to meet shareholder and public
demands that they are socially, ethically, and environmentally responsible. This
responsibility helps companies attract and retain talented employees and gives them a
good image for the public.
HR management seeks to act in ways that advance this CSR, encouraging ethical
behavior, encouraging diversity and responsible work behaviors.

Professional Organizations in HR

SHRM, AHRD, ASTD, etc.
Strategic HR management (SHRM) A pattern of planned human
resource deployments & activities intended to enable an organization to
achieve its goals
AHRD Academy of Human Resource Development
The Academy was formed to encourage study of human resource
development theories, processes, and practices; to share and spread
info about HRD. Seeks to apply research to practice, and provide a
space for HR managers to communicate with each other.
ASTD American Society for Training & Development the largest
training and development association in the world, it functions like the
Academy AHRD but it focuses on Development.







Chapter 2:
Strategy Formulation: First part of Strategic Management
Mission 1
st
component (piece/part): a statement of why the organization exists,
who they serve (customers), values and needs satisfied/received by customers
(what are they giving to their customers), the tech. used.
Ex. Netflix : Our core strategy is to grow our streaming subscription business
domestically and globally. We are continuously improving the customer experience, with
a focus on expanding our streaming content, enhancing our user interface and extending
our streaming service to even more devices, while staying within our financial goals.
Netflix has more than 30 million streaming members around the world making Netflix,
Inc. "the world's leading internet subscription service for enjoying movies and TV
programs
The mission of a company is used to create goals for the company: goals are the
vision of the company - what the company to achieve in the medium-to long term future
Mission is who we are and why do we exist, who do we serve, and how do we
serve them?
Vision focuses on the future, what do we want to achieve?

External and Internal analysis to see opportunities and threats that occur externally for a
company, and internally to see the strengths and weaknesses of the company
SWOT (Strengths, Weaknesses, Opportunities, & Threats)

Strategic-choice is based on the vision (goals) and the analysis to direct the company to
meet the goals it sets. Combines knowledge about the company and market and the
vision of the companies.
Answers the questions: How are we going to accomplish our goals? Where are we
going to accomplish our goals? With what (or what do our goals entail/ what do
we need to accomplish our goals?

These questions relate to what we need in terms of HR: what skills does the company
needs its employees to have moving forward
What type of behavior does HR need to encourage?
What is the culture of the company we want cultivate/ develop?

Strategy- the means by which we accomplish our vision while upholding our mission.
(Make the vision happen within the rules/confines of the mission)

Culture- the environment of the company (HRM may seek to change this culture if
needed to help company accomplish its Vision)

Linkages between HR Practices & Organizational Strategy:
5 Things:
Organizational structure (ex. positions like CFO/COO/CEO etc, creating
new positions or rearranging positions to meet the demands of the vision
and strategy)
Task design (the job requirements of specified employees)
Selection, Training, & Development (new hires and existing employees
retraining and other developmental tools)
Reward systems ($)
Types of Info & Info. Systems (technology and computer systems as well
collection of various other data that is related to HR: employee timeliness,
satisfaction, project completion rates, etc.)

Different strategies adopted by companies & impact on HRM
Companies can direct HR through direction strategies
4 categories

1) Concentration strategies
a. A company focuses on what it does best within markets it already
exists in.
b. Company maintain current skills
i. Keeping skills sharp (good) for employees
ii. Compensation should focus on retraining people who have
these skills.
iii. Appraisals (evaluations) are based on behavior, because
company understands what behaviors work well for company
success.

2) Company builds on what it does well Internal Growth Strategies
a. Focuses on new markets/products development
i. Innovation
ii. Joint ventures
b. Staffing is a problem here: requiring the company constantly hire new
employees, transfer, train, & promote individuals.
c. Expansion into different markets change the necessary skills for
employees.
d. Appraisals work by a combination of behavior and result based
evaluations.
e. Compensation = incentives for achieving growth goals.
f. Training needs also differ depending on how the company wants to
expand.
i. Training on specific markets if company is expanding
internationally (Someone who is trained in Russian markets
should not work in Brazilian market)
ii. Innovation: training will focus on technical things and team-
building
iii. Joint ventures require conflict management skills.

3) External Growth Strategy OR Mergers and Acquisitions
a. Expand its resources and/or strengthen the position a company holds
inside a market.
b. Oftentimes mergers are global (involving multinational corporations)
c. Merging/acquiring other companies causes many problems often
between people at both companies (the one being acquired and the one
acquiring)
i. Conflict management is important, but more important is
planning out jobs and tasks of employees at the merged
company BEFORE conflict starts.
1. HRM Should be involved to tell people what to do, and
how to fit into this new combined company taking into
account previous job, and the cultures of the old
companies and what they want the culture of the new
company to be.
2. Integrate and standardize practices such as
compensation, policies for timeliness, evaluations, pay
practices, etc.

4) Divestment or Downsizing
a. Also call this rightsizing
b. A lot of companies have engaged in this, there is little evidence that
actually increases profits and productivity.
c. HRM must surgically cut only the workers who are less
valued/valuable in their performance
i. This is difficult to do: best workers might leave voluntarily
before layoffs start.
d. Early retirement programs can be costly, grenade approach
i. In bulk (in mass you are offering people to leave early and start
collecting on their pensions sooner).
ii. Often have to rehire to replace essential talent lost
e. Boost Moral
i. Help to better the employee attitude when they see friends are
being fired.
1. If they dont, work performance may decrease,
unintentional turnover
2. Keep open communication between employees and HR
department
a. Keep employees informed about why and what
is happening?
f. Downsizing helps cut employees who are not useful, helps make way
for new ideas, and change the organizations culture.
i. Apple becomes Think Different.

Strategy evaluation: Monitor the effectiveness of strategy and its implementation.
Identify problems, and revise/devise solutions

Strategic HRM means applying the goals vision of a company and its mission with HRM
strategies (the 5 things listed earlier).

Evidenced-Based HR:
Collecting data and analyzing it (analyzing policies and differences between
different types of HRM)
(ex.) regarding employee behaviors, performance, project completion,
acquisitions of skills/knowledge/abilities, retraining completed, timeliness,
absenteeism, job satisfaction, etc.

Vertical/Horizontal Alignments:
Vertical alignment means that HR practices/processes are aimed at addressing the
needs of the business.
HR practices and strategy are linked by people.
Ex. IBM shifting from hardware to software
Requiring employees with different skills
Designing HR practices to link with what the
company needs (selecting candidates who have a
degree in software engineering instead of hardware
engineering)
(Need of company directing the HR practice to a goal)

Horizontal Alignments:
This is the degree to which individual HR practices work together or combine in
some fashion to affect the desired outcomes
(HR practice and HR practice working together for goal)

Chapter 3:
Local (West Haven, city of)
State (the State of Connecticut)
Federal (or National the Government of the United States of America)

EEO, EEOC and its Role
EEO (Equal Employment Opportunity) the federal governments attempt
to make sure all people have an equal chance to be hired/employed
Regardless of race, sex, religion, age, disability, or national origin
Created a code of laws, acts, constitutional amendments, and court
rulings to accomplish this.

Two agencies enforcement: EEOC & Office of Federal Contract Compliance Programs
(OFCCP)
EEOC (Equal Employment Opportunity Commission)
-The committee that investigates cases of employment
discrimination or harassment
Enforces the Equal Pay Act (men and women should receive equal
pay for equal work) (1963), Title VII of CRA (Civil Rights Act)
(discrimination based on race, color, religion, sex, or national
origin), Age discrimination of Employment Act 1967(protecting
people ages 40+), Americans with Disabilities Act (1990)
protecting Americans with disabilities, Pregnancy Discrimination
Act (prohibiting discrimination on the basis of pregnancy,
childbirth, or related medical conditions)
The EEOC will:
1.Investigate and resolve discrimination complaints
2.Gather information
3.Issue guidelines

OSHA (Occupational Safety and Health Act of 1970)
Employee Safety: employees should be reasonably safe at work.
1. Request an inspection.
2. Have a representative present at inspection.
3. Have dangerous substances identified.
4. Be promptly informed about exposure
to hazards and given access to
accurate records regarding exposures.
5. Have employer violations
posted at work-site.

Investigations are conducted by Department of Labor employees (compliance officers)
Violations result in citations and criminal & civil legal penalties (lawsuits and
potential jail time for an employer)


Office of Federal Contract Compliance Programs (OFCCP)
Audits government contractors:
1) utilization analysis
2) goals and timetables
3) Action steps
Will look to make sure companies the government hires do not steal money,
complete the projects they promise (on the timeline), and the OFCCP will take
action when the company does not do this.
-Enforce the Rehabilitation Act of 1973: which requires affirmative action in the
employment of individuals with disabilities for government
contractors/subcontractors ($2,500 +)

Title VII (7) of the Civil Rights Act of 1964 Part 7 of the Law
-Regulated equal employment opportunity in US.
People should not be judged by the color of their skin, but by the
content of their character (Dr. Rev. Martin Luther King, Jr.)
Passed by Congress, signed by President Lyndon B. Johnson
Regulates companies with 15+ employees (generally who work 20+ hours
a week)
Illegal to refuse to hire or discriminate against any individual in compensations,
terms, conditions, or privileges of employment on basis of Race, color, religion,
sex, or national origin ALSO can not limit segregate (keep separate) or classify an
individual adversely because of these things.

Civil Rights Act of 1991
Changed (amended) Title 7, civil rights act of 1866, ADA, & Age Discrimination
Act to allow compensatory and punitive damages of the violation of any of these
laws.
-enabled discriminated against people to sue against former employers in
addition to a government fine (which existed before)
-Strengthens the laws

Discrimination in the Workplace covers 3 major fields:
1) Disparate Treatment:
Individuals in similar situations are treated differently on the basis of:
race, color, sex, national origin, etc.
PURPOSEFUL

2) Disparate Impact:
When a neutral employment practice disproportionally excludes a
protected groups from employment opportunities
4/5 rule: disparate impact reached if a minority group is less than
80% of the hiring rate of the majority group.
Standard Deviation Rule: analyze employment tests to determine
disparate impact: seeks to find out if the expected minority group
representation is much different than the actual representation
Accidental neutral but it still is discrimination

3) Reasonable Accommodation: Requires an employer to reasonably
accommodate an employees disability or religion
-Religion and Accommodation: ex. Prayer for Muslim employees, hijab,
or Friday prayer for Jewish/Muslim, Christmas for Christians
Disability and Accommodation- a ramp for wheelchair employees, Braille
for the blind (seeing eye dog).

Age Discrimination (Employment) Act: ADEA
Prevents against discrimination for employees who are over the age 40.
(protect against people not being hired because they are old)
-protects older people from layoffs at work.
Works like Title 7/EEOC enforces the ADEA.
A lot of complaints are filed because of this act.

-Act=Law/signed by President, passed by Congress

Pregnancy Discrimination Act:
Amendment to Title 7: Civil Rights Act: Illegal to discriminate for pregnancy,
childbirth, or medical conditions type of sex/gender discrimination.
Can not fire someone because they are pregnant, must provide reasonable
accommodation for a pregnant woman, and maternity leave.


Sexual Harassment behaviors & types:

unwelcome sexual advances, requests for sexual favors, and other verbal or physical
contact of a sexual nature constitute sexual harassment when:
1) Submission to such conduct is made either explicitly or implicitly a term or
condition of an individuals employment,
-ex. Cant make someone have sex with you before you hire them
2) Submission to or rejection of such conduct by an individual is used as the basis
of employment decisions affecting such individual, or
-Promotion in exchange for sex (quid pro quo harassment)-
-Demote them or fire them for not having sex
3. Such conduct has the purpose or effect of unreasonably interfering with an
individuals work performance or creating an intimidating, hostile, or offensive working
environment
-making repeated sexual comments about someones physical appearance
-creates a hostile work environment, make the person feel uncomfortable

Sexual Harassment Legal Definitions court of Law:
1.The plaintiff cannot have "invited or incited" the advances this does not qualify
The person claiming harassment cant have been the one asking for sexual favor
2.Harassment must have been severe
(repeated or egregious, sexual favor in exchange for promotion or hiring, or
threatening to fire someone unless they perform a sexual favor is SEVERE
3.The court must determine the liability of the organization for actions of its employees
How much is the individual who harassed the employee responsible? How much
is the organization responsible?

Fair/Equal Pay Act of 1963:
Change/Amendment to Fair Labor Standards Act: men and women who are in the
same organization and do equal work must be paid equally
(Qualifications are: skill, effort, responsibility, and working conditions)
-Differences are allowed on merit, quantity, quality, seniority, or factor not
related to sex/gender

IS IT FAIR? If fair = legal, if not fair illegal

Lily Ledbetter Fair Pay Act (2009)
Equal pay lawsuit regarding pay discrimination based on gender is 180 days after
each paycheck.
If you want to file a lawsuit because you are not paid equally due to
discrimination against you because of your gender, you have 180 days
after each paycheck to file the lawsuit
Make it much easier to file a lawsuit on the basis of gender/sex
discrimination.

ADA (Americans with Disability Act: 1990
a firm must make "reasonable accommodation" to a physically or mentally
disabled individual unless doing so would impose "undue hardship.
-Install a ramp for people with wheelchair (elevator)
Goal: encourage people with legitimate disabilities to be hired and treated fairly and
equally.

Consequences:
Increased litigation
Cases being filed do not reflect Congressional intent
Frivolous lawsuits extra/silly lawsuits
The law has not resulted in a major increase in the proportion of people
with disabilities who are working.

Rehabilitation (rehab) Act of 1973:
Requires Agencies, contractors, subcontractors earning more than $2,500 from the
federal government every year to use affirmative action to hire individuals with
disabilities: (actively recruit people with disabilities and allow them to become active
labor force members)
People with disabilities may not be hired by the private sector/market
(companies), so the government wants to encourage more people with disabilities
to be hired by companies that work with the government.
Boeing makes planes for the Air Force, and government (Air Force One)
In order to be hired by the government to make those planes, Boeing has
to agree to hire more people with disabilities.

BFOQ (Bona-fide Occupational Qualification
BFOQ is a a job qualification based on race, sex, religion, etc. that an employer
asserts is a necessary qualification for the job.
A mosque hires an Imam. Obviously the Imam must be Muslim.