HR Basics: Human Resource Management

Summary

The video script from 'HR Basics' explores the evolution and roles of human resource management (HRM), tracing its history from clerical beginnings to strategic importance in organizations. It outlines the three main roles HR can play: strategic, operational, and administrative. The script also introduces the pinwheel model, detailing eight key HR functional areas such as strategy, compliance, talent management, and employee relations, emphasizing HRM's value in driving organizational outcomes.

Takeaways

• 📚 Human Resource Management (HRM) is the formal system designed to manage people within organizations effectively.
• 🌟 HRM has evolved significantly since its inception around 1900, with early focus on clerical operations and payroll, shifting towards strategic roles due to social legislation and competition.
• 🛠️ The role of HR professionals has transformed from primarily administrative to encompassing strategic, operational, and employee advocacy roles.
• 🔍 HRM's strategic role is crucial for aligning human capital with business strategy and contributing to organizational results.
• 👥 Operational and employee advocate roles in HR ensure HR activities are in line with organizational strategy while also balancing employee and employer interests.
• 📋 The administrative role of HR focuses on clerical tasks, legal compliance, and policy implementation.
• 📈 The present role of HRM emphasizes strategic contributions to organizational success, recognizing the critical role of people in achieving organizational goals.
• 🎯 The Pinwheel Model outlines eight key functional areas of HRM, including strategy and planning, compliance, talent management, training and development, performance management, total rewards, employee safety and health, and employee and labor relations.
• 📝 Compliance in HR involves adhering to federal, state, and local laws and regulations, ensuring equal employment opportunity.
• 💼 Talent management integrates processes for attracting, motivating, and retaining engaged and productive employees through recruitment, selection, interviewing, and onboarding.
• 🏆 Total rewards encompass both financial and non-financial incentives used to attract, motivate, and retain employees, including compensation, benefits, and recognition.

Q & A

What is the primary purpose of the 'HR Basics' series of short courses?

The primary purpose of the 'HR Basics' series is to highlight essential knowledge about various human resource management topics.

How has the role of human resource management evolved since its beginnings?

Human resource management has evolved from primarily clerical operations in the early 1900s to a strategic role that links human resource strategy with organizational mission and the work of people in the organization.

What were the main concerns of personnel departments in the 1920s?

In the 1920s, personnel departments were largely concerned with technical functions, such as payroll and employee records.

How did social legislation in the 1960s impact the role of HRM?

The social legislation of the 1960s led to changes in HRM, as it had to adapt to increased competition and new regulations.

What factors contributed to the further development of HRM in the 1990s?

Globalization and increased competition in the 1990s required HR departments to focus more on cost planning and the strategic implications of various HR strategies for organizations and their employees.

What are the three typical roles that an HR group might play in an organization?

The three typical roles are strategic, operational and employee advocate, and administrative, each with different responsibilities and contributions to the organization.

What is the strategic role of human resource management?

The strategic role involves helping to find the business strategy relative to human capital and its contribution to organizational results, linking HR strategy with organizational mission.

What activities are included in the operational and employee advocate role of HR management?

The operational and employee advocate role involves managing most HR activities in line with organizational strategy and serving as an employee champion to balance employee and employer issues.

What is the focus of the administrative role in HR management?

The administrative role focuses on clerical administration and record keeping, including essential legal paperwork compliance and policy implementation.

Can you describe the 'Pinwheel Model' of human resource management?

The Pinwheel Model suggests that the management of human resources centers on eight key functional areas, each with specialized activities that HR professionals are responsible for.

What are the eight key functional areas in the Pinwheel Model of HR management?

The eight key functional areas are human resource strategy and planning, compliance, talent management, training and development, performance management, total rewards, employee safety and health, and employee and labor relations.

Outlines

00:00

📚 Evolution and Roles of HR Management

This paragraph delves into the history and transformation of Human Resource Management (HRM), tracing its origins back to the early 1900s. It highlights the shift from a primarily clerical operation to a strategic function within organizations. The role of HRM has evolved significantly, with a focus on strategic alignment, operational efficiency, and employee advocacy. The paragraph outlines the three main roles HR can play: strategic, operational, and administrative. It also introduces the pinwheel model, which organizes HR functions into eight key areas, emphasizing the strategic importance of HR in achieving organizational goals.

05:02

🔍 Key Functional Areas of HR Management

The second paragraph provides an in-depth look at the eight functional areas of HR management as suggested by the pinwheel model. It covers the processes from talent acquisition to employee safety and labor relations. The paragraph explains how each area contributes to the overall effectiveness of HR within an organization. Talent management, training and development, performance management, total rewards, and employee safety and health are discussed as integral parts of HR strategy. Additionally, the paragraph touches on labor relations and the importance of maintaining a positive relationship between employees and the organization.

Keywords

💡Human Resource Management (HRM)

Human Resource Management refers to the formal systems designed to manage people within an organization effectively. It is central to the video's theme as it outlines the evolution and roles of HRM in organizations. The script mentions that HRM has evolved significantly since the early 1900s, shifting from primarily clerical tasks to strategic roles that impact organizational outcomes.

💡Strategic Role

The strategic role in HRM is about aligning human capital with business strategy, contributing to organizational results. It is a key concept in the video, illustrating how HR professionals provide technical expertise and lead strategically within their organizations. The script explains that this role helps link HR strategy with the mission and work of the organization.

💡Operational and Employee Advocate Role

This role involves managing HR activities in line with organizational strategy while also serving as an employee champion, balancing the interests of both employees and the employer. The video script describes this role as part of the potential mix of HR functions, emphasizing its importance in the modern HR landscape.

💡Administrative Role

The administrative role focuses on the clerical and record-keeping aspects of HR, including compliance with legal paperwork and policy implementation. The script positions this role as one of the three typical roles of an HR department, highlighting its importance in handling essential administrative tasks.

💡Personnel Function

The personnel function, as discussed in the script, refers to the historical role of HR, which was highly administrative and clerical. It is used in the context of the video to contrast the past with the present and future roles of HRM, showing a shift from transactional activities to more strategic contributions.

💡Compliance

Compliance in HRM involves adhering to federal, state, and local employment laws and regulations. The script mentions compliance as a critical activity within HR, ensuring that organizations follow the necessary legal requirements while managing their workforce.

💡Talent Management

Talent management encompasses the processes to attract, motivate, and retain productive and engaged employees. The video script describes it as an integrated set of activities within HR, emphasizing its role in enhancing the quality and performance of the workforce.

💡Training and Development

Training and development are about improving employee performance through education and skill enhancement. The script identifies this as a key activity within HR, where HR professionals are responsible for organizing training programs and career planning initiatives.

💡Performance Management

Performance management includes processes that ensure the organization's mission is connected with the work of its employees. The script explains that activities such as performance appraisal, improvement, and intervention are part of this function, aiming to align individual performance with organizational goals.

💡Total Rewards

Total rewards represent the financial and non-financial incentives used to attract, motivate, and retain employees. The video script discusses this concept as a set of activities within HR, highlighting the importance of compensation, benefits, and recognition in employee engagement and retention.

💡Employee Safety and Health

Employee safety and health is about ensuring the well-being of employees at work, including safety, security, and workers' compensation. The script positions this as a vital area of HRM, where activities focus on preventing workplace injuries and promoting a healthy work environment.

💡Employee and Labor Relations

Employee and labor relations focus on the relationship between employees and the organization, as well as among employees themselves. The script describes this as an area of HRM that involves policy management, workplace investigations, and maintaining positive labor relations.

💡Pinwheel Model

The pinwheel model, as introduced in the script, is a simple HR management model that centers on eight key functional areas of HR. It serves as a visual representation of the various specialized HR activities and is used in the video to organize and explain the functional areas of HR management.

Highlights

HR Basics is a series of short courses focusing on key aspects of human resource management.

Human resource management is defined as the formal systems to manage people within organizations.

A brief history of HRM is provided, tracing its evolution from the early 1900s.

The first personnel management department is believed to have started at the National Cash Register Company in the early 1900s.

Personnel departments in the 1920s were primarily concerned with technical functions and clerical operations.

Social legislation in the 1960s led to changes in the focus of HRM departments.

HRM evolved in response to increased competition and technological change in the late 1970s.

Globalization and competition in the 1990s made HR departments focus more on cost planning and strategy implications.

The role of HR management professionals has dramatically evolved over the years.

An HR department typically plays three different roles in an organization: strategic, operational, and administrative.

The strategic role of HR helps align human capital with business strategy and organizational mission.

The operational role manages HR activities in line with organizational strategy and serves as an employee advocate.

The administrative role focuses on clerical administration, legal compliance, and policy implementation.

The past role of HR management was highly administrative and clerical, with a focus on transactional activities.

The present role of HR management emphasizes strategic contributions to organizational outcomes.

HR management is a value-added function, influencing key organizational outcomes.

The Pinwheel Model is introduced as a simple HR management model, focusing on eight key functional areas.

Each functional area of HR has specific activities and responsibilities for HR professionals.

The model provides a comprehensive framework for understanding and applying HR management in organizations.

Transcripts

[Music]

hr basics is a series of short courses

designed to highlight what you need to

know about a particular human resource

management topic in today's hr basics we

define human resource management with a

simple model

before we explore the model let's define

human resource management human resource

management comprise the formal systems

designed to manage people and

organizations

to best understand human resource

management we'll take a look at brief

history understand the roles of human

resource management in organizations and

review a model to best organize the

functional areas of hr management

what is now called human resource

management has evolved a great deal

since its beginnings around the year

1900 here's a brief history of human

resource management

it's believed that the first personnel

management department began at the

national cash register company in the

early 1900s personnel departments which

is merged as clearly defined in the

1920s at least in the united states were

largely concerned with technical

functions what began as a primarily

clerical operation in large companies

concerned with payroll and employee

records began to face changes with

social legislation of the 1960s

hrm developed in response to increase in

competition experienced by the late

1970s as a result of deregulation and

rapid technological change

in the 1990s globalization and

competition required human resource

departments to become more concerned

with costs planning and the implications

of various hr strategies for both

organizations and their employees

the role of human resource management

professionals has dramatically evolved

over the years this course provides an

overview of the past and future roles of

human resource management professionals

in organizations

if an organization has a formal hr group

perhaps an hr department there are

typically three different roles that

group might play in an organization

which of the roles predominates or

whether all three roles are performed

depends highly on what management wants

hr to do and what competencies hr staff

have demonstrated the potential mix of

roles is shown here

the primary role is strategic

which helps to find business strategy

relative to human capital and its

contribution to organizational results

the strategic role helps link human

resource strategy with organizational

mission and of the work of people in the

organization

the operational and employee advocate

role manages most hr activities in

keeping with organizational strategy and

serving as an employee champion to

balance the issues of employees and

employer

and finally the administrative role

which focuses on clerical administration

and record keeping including essential

legal paperwork compliance and policy

implementation

human resource management has played an

important role in the life of

organizations throughout modern history

in the past role of human resource

management the personnel function was

highly administrative and clerical in

nature as you see in this right-hand

side of the model labeled the past role

the past role focused on transactional

activities related to processing of

people-related activities such as

payroll a heavy emphasis on compliance

led to the personnel function policing

policy and procedure which left little

time for the important strategic role

the present role as seen on the left

here of human resource management has

evolved to focus on the strategic

contributions of human resource

management to organizations

as organizations strive to realize their

greater results the critical role of

people is recognized by the strategic

role of human resource professionals to

provide technical expertise champion

employees in lead strategically in their

organizations

human resource management is a

value-added function of the organization

influencing key organizational outcomes

now let's explore a simple human

resource management model the pinwheel

model suggests that the management of

human resources in an organization

centers on eight key functional areas

these functions are a collection of

specialized human resource management

work for each functional area human

resource professionals are responsible

for key activities you can see them in

the boxes around the model let's define

each functional area and discuss those

associated activities

human resource strategy and planning

identifies and manages current and

future needs to achieve organizational

goals the activities of strategy and

planning include analysis planning

effectiveness metrics and technology

compliance is doing what is asked or

required by federal state and local

governments in the management of people

the activities of compliance include

equal employment opportunity compliance

with federal state and local employment

laws and regulations

talent management are the integrated

processes to attract motivate and retain

productive and engaged employees these

activities of talent management include

recruitment talent acquisition selection

interviewing and onboarding

training and development is about the

betterment of people and performance

through information they will use the

activities of training and development

include training development career

planning and so on

performance management are the processes

to ensure the organization connects

mission with the work of employees the

activities of performance management

include performance appraisal

improvement and intervention

total rewards are the financial and

non-financial tools used to attract

motivate and retain employees the

activities of total rewards include

compensation benefits recognition and

work life effectiveness

employee safety and health is about

ensuring the safety health and welfare

of people at work the activities of

safety and health include employee

safety security and workers compensation

employee in labor relations focuses on

the relationship of employees with the

organization and with each other the

activities of employee and labor

relations include policy management

documentation workplace investigations

labor relations and employee rights

this human resource management model

along with our brief history should give

you the context to best understand and

apply the important role of human

resource management in today's

organizations

[Music]

you