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[Music] ever wondered what human resource management is all about in this course we'll answer the question what is human resource management by definition human resource management comprised the formal systems designed to manage people in an organization 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 what began as a primarily clerical operation in larger organizations concerned with payroll and employee records began to face changes with the social legislation of the 1960s and 1970s personnel departments as they became called became concerned with legal implications of policies and procedures affecting employees in the 1990s globalization and competition required human resource departments to become more concerned with costs planning in the implication of various HR strategies for both organizations and their employees let's pause here to take a moment to discuss why organizations need human resource management first things first not every organization has an HR department in a company with an owner and 10 employees for example the owner usually addresses HR issues however despite the obvious differences between large and small organizations the same HR issues must be dealt with in every organization every leader in every organization is an HR manager so there are usually many people who can help address HR issues all supervisors engage in managing Human Resources their effectiveness depends in part on their ability to understand the principles of HR management it's unrealistic however to expect these individuals to understand all the details of them equal employment regulations how to design a compensation system or when to conduct a job analysis therefore the presence of an HR leader who understands important HR issues is essential there are many benefits associated with having a dedicated HR department however HR professionals must respond appropriately to current business challenges and opportunities if they want to be successful managing people ultimately has to do with the decisions these leaders make from among a wide range of possible choices on the formal policies practices and methods for managing employees a core competency is a unique capability that creates high value for a company how might employees become a core competency for an organization one of the main issues that must be addressed is developing human capital and employees building positive human capital brings together all assets of an organization so the work gets done and then the company functions well organizations must manage four types of assets to be successful let's take a look at each these four types of organizational assets include the following financial assets like buildings land computers vehicles and equipment financial assets including cash financial resources stocks bonds or debt intellectual property assets like specialized research capabilities patents information systems designs operating processes and copyrights and finally human assets which are the individuals with their talents capabilities experience professional expertise and relationships all of these assets are important to varying degrees in different organizations but the human assets are the glue that holds together all other parts of the organization to help achieve results human capital is not just people in organizations it also involves what individuals contribute to organizational achievements broadly defined human capital is the collective value of the capabilities knowledge skills life experiences and motivation of an organisation's workforce there are many other possible areas in which employees can become core competencies for organizations let's take a look at that as shown here productivity customer service and quality and organizational culture represent several of these areas of employees as core competencies in the most base cents productivity is a measure of the quality and quantity of work done considering the cost of the resources used in addition to productivity both customer service and quality efforts can significantly affect organizational effectiveness making them key areas that HR can emphasize when developing employees as core competencies having managers and employees focus on customer needs contributes significantly to achieving organizational goals and maintaining a competitive advantage another important element of the workforce that drives the ability to use human resources as core competencies to meet strategic objectives is organizational culture organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules of behavior these values are deeply embedded in organizations and affect how their members view themselves to find opportunities and planned strategies at the core of human resource management is the process of designing the formal systems that are used to manage people in an organization which Human Resource role dominates or whether all three roles are performed depends on what management wants HR to do and what competencies the HR staff members possess the potential mix of roles is shown here with an emphasis on the three different roles of administrative which focuses on clerical administration and record-keeping including the central legal paperwork and policy implementation operational which is managing HR activities based on the strategies and operations that have been identified by management and serving as a champion for employee issues and concerns and finally the strategic role helping to define and implement the business strategy relative to human capital and its contribution to organizational results the administrative role of HR management involves processing information and record-keeping this role has given HR management in some organizations the reputation of being staffed by people who primarily tell managers and employees what cannot be done usually because of some policy or problem in the past if limited to the administrative role HR staff members are often clerical and lower-level administrative aides to the organization to major shifts driving the transformation of the administrative role are a greater use of technology and outsourcing the operational role requires the HR function to cooperate with various managers and identify as well as implement needed programs and policies in the organization operational activities are tactical in nature because they affect how the work gets done compliance with Equal Opportunity and other laws is ensured employment applications are processed current openings are filled through interviews supervisors are trained safety problems are resolved and a wide range of benefit questions are answered HR staff must make certain that these efforts support the strategies of the organization the strategic role for HR involves addressing business realities focusing on future business requirements and understanding how the management of human capital fits into the organisation's plans the HR department may or may not assist directly with the formation of business strategies but it often helps to carry them out however HR managers are increasingly being seen as strategic contributors to the success of organizations the role of HR as a strategic business partner is often defined as having a seat at the table and contributing to the strategic direction and success of the organization this means that HR is involved in devising and implementing organizational strategy the opportunity for the HR department to adopt a strategic role exists in many organizations overall instead of just understanding HR issues and concerns HR staff should have a broad business focus to help organizations reach their strategic goals as the field of HR management evolves a challenging employment environment applies pressure for even more and faster change human resource management challenges are often driven by competitive factors that exist in an industry and that require a response of positive practices to enable the organization to remain competitive let's explore some of these challenges competition keeps pressure on business organizations to keep costs down so that prices will not become excessive which can result in loss of customers an overriding theme facing managers and organizations is the need to operate in a costless mode which means continually looking for ways to reduce costs of all types including financial operational equipment and labor expenses various regions of the United States and different industries face significant workforce shortages because of an inadequate supply of workers with the skills needed to perform emerging jobs it may not be that there are too few people only that there are too few people with many of the skills required the globalization of business has shifted from trade and investment to the integration of global operations management and strategic alliances which has significantly affected how human resources are managed racial and ethnic minorities such as Hispanics and African Americans account for a growing percentage of the overall labor force immigrants will continue to expand that growth an increasing number of individuals characterized themselves as multiracial suggesting that the American melting plot is blurring racial and ethnic identities women constitute about 50% of the u.s. workforce but they may be a majority in certain occupations for instance the membership of HR professionals in the Society for Human Resource Management known as Sherm is more than 75 percent female the population is aging resulting in an older workforce a significant number of experienced employees will be retiring in the near future changing the part-time work are otherwise shifting their employment replacing the experience and talents of longer service workers is a challenge facing employers in all industries the increased use of technologies in the workplace is greatly impacting the way HR activities and other managerial functions are performed in organizations in particular the rapid expansion of HR technology serves a number of important purposes administrative and operational efficiency and effectiveness can be enhanced when technology is appropriately incorporated into the workplace with challenges comes significant opportunities for human resource management to impact effective and efficient strategic outcomes for an organization human resource competencies are the combination of observable and measurable knowledge skills and abilities as well as personal attributes that contribute to enhanced employee performance and ultimately result in human resource success the Society for Human Resource Management the leading professional association for HR recently developed a list of competencies that are arranged in a new model here's a summary of the cherm competency framework the model was developed based on advice given by more than 1,200 practitioners who participated in focus groups survey responses provided by more than 32,000 other professionals and analysis of multiple performance outcomes that were linked back to the competencies the nine competencies highlighted include human resource expertise applies knowledge of HR functions leadership and navigation guides the organization and its employees business acumen provides input that supports business strategy ethical practice builds organization ethical values and compliance relationship management builds networks that support the firm these competencies continue with consultation provides advice and Direction critical evaluation functions as a judge of information global and cultural effectiveness understands diverse global issues and finally communication fosters positive flow of information among different parties ideally awareness and consideration of these competencies should guide the professional development of HR leaders in addition individuals application of these competencies will often vary as they progress through their HR careers from the early and middle levels to senior and executive levels the broad range of issues faced by HR professionals has made involvement in professional associations and organizations important the largest professional Human Resource Association is Sherm or the Society for Human Resource Management public sector HR professionals tend to be concentrated in the International Public Management Association or IPM a two other prominent specialized HR organizations are the world at work Association and the Association for talent development one characteristic of a professional field is having the means to certify that members have the knowledge and competencies needed in the profession certification can be valuable to individuals and useful to employers as they select and promote certified individuals earning certification is an important step in establishing proficiency and credibility in the profession equally important is continuing education and the recertification process that ensures that individuals maintain up-to-date skills and knowledge so that they can effectively manage HR programs and practices the most widely known HR certifications are the professional in human resources pH are the senior professional in human resources SP HR and the global professional in human resources GP HR all sponsored by the human resource certification Institute or HR ci more than 100,000 professionals have at least one of these designations and thousands of individuals take the certification exam annually in 2015 Sherm began offering a certification based on its own competency model for HR professionals the certification focuses on the application of HR knowledge to increase organizational performance certification of competency can be earned at two levels one that focuses on executive competencies and the other that focuses on the entry middle and senior competencies once certified of professionals credentials will last for three years when he or she will need to be recertified certifying knowledge and competency is a trend in many professions an HR illustrates the importance of certification by making many types available given that some people enter HR jobs with limited HR training certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations [Music]