Human Resource Management
I. HRM Overview:
a) Major HRM Functions
1. Planning/Strategy: planning falls under staffing in HRM
2. Staffing: planning, selection, recruiting, lay off, dismissal
3. Training: need efficiency, development
4. Compensation: developing salaries, pay-for-performance, benefits
5. Labor Relations: unions
6. Performance Appraisal: one year evaluation, performance management
b). Goals of HRM
1. Productivity
2. Quality of Work Life
3. Legal Compliance: operating w/in compliance of the law
4. Gaining Competitive Advantage: corporate culture that can’t be copied
5. Work Force Adaptability: be able to adjust to environment
6. Ethical Conduct: major goal, challenging to find ethical people
II. HRM Strategy:
a) SWOT Analysis
Opportunity-Threats (OT) External environmental Scan:
1. The Labor Force: group you tap into to hire & recruit, has
2. required skill set
3. Laws: minimum wages and immigration law
4. Society: societal morals/ culture, what found appropriate
5. Unions:
6. Shareholders/Stakeholders: their needs & wants must be
7. considered first
8. Competition
9. Customers/Market
10. Technology
11. The Economy
12. Political Climate
Strengths-Weakness (SW) Internal Environmental:
1. Policies
2. 2. Culture
3. Management Style
4. Employees
5. Unions
6. Structure
7. Size of Organization
8. Nature of Task
b) SHRM Model:
c) Strategies:
Corporate Strategies
1. Innovation
2. Differentiation
3. Breadth
4. Price Leader
Business Strategies 1. Miles & Snow-4 Types
Prospectors: innovation, creativity, improve market shares
Analyzers: watch prospectors, try to copy if successful
Defenders: conservative, happy with current market shares, defend territory
Reactors: simply respond & react to the environment (bad) 2. Porter
Cost-leadership: offer cheapest service
Differentiation: make product similar to leader
Focus: special niche market
Stuck-in-the-middle: no strategy, stuck, similar to reactors
III. Comparative HRM:
a) Definition
b) Example: Labor Relations
c) Example: Compensation

Personnel Law
I. Discrimination Laws:

Societal problems: e.g discrimination
Agencies: make sure ppl follow law
Regulatory actions: take case to court on behalf of victim (delegate), issue useful guidelines, pay attention on this for exam
A. Private Sector (non-government organization)
1. Equal Pay Act of 1963: pay men & women for equally for equal work, managers look at agencies’ guidelines
a) “Substantially Equal”
b) Knowledge, Responsibility, Effort, and Working Conditions=same in order to be paid the same amount
c) Pay Differences Can Occur-But Can Not be based on Gender (e.g: seniority, experience, & performance)
Private sector: read page 85 for references
Private sector law is least stringent
Know the name of the law
2. Civil Rights Act (CRA) of 1964: a) Broadened the protected groups: 5 protected group: race, color, national origin, religion & gender b) Broadened the scope of HR: activities covered all terms of employment c) Creates EEOC: know definition for test d) Court Rulings:
Reverse discrimination: a form of discrimination
Exception: if using seniority system then manager can lay off female employees
Exception: BFOQ (know definition)
3 forms of BFOQ:
Authenticity: gender focus, an actor cast for actor only
Privacy: hiring female doctor instead of male
Business Necessity: Hooters, hire female for business culture. Airline industry

Sex-Plus Discrimination
2 Types of Discrimination Found
Disparate Treatment: treating protected group differently
Disparate Treatment: Discrimination that occurs when individuals are treated differently because of their membership in a protected class.
-Intent=outright discrimination
Disparate Impact: