Having the right employees separates highly successful firms from their competitors.
As a discipline, HRM dates back to the early 1900s, but its most strategic components result from transitions that took place in the workforce in the late 1960s.
Increasing diversity created cultures that reinforced and supported their missions and visions.
Everyone has a core belief system that is shaped by our individual circumstances and experiences which guides our perceptions and beliefs.
Unfortunately, individuals sometimes violate professional and ethical codes of conduct, and ignore the policies written to protect the employee, organization, customers, and the community at large.
Meanwhile, companies lose billions of dollars in class action lawsuits when ethical lapses occur.
We conclude this unit by exploring explore the issues and challenges human resource professionals face to ensure these codes of conduct, codes of ethics, and company policies are disseminated, acknowledged, followed, and reflect the values and mission of their organization.
Completing this unit should take you approximately 11 hours.
Human resource management (HRM), also called human capital management, refers to how organizations strategically allocate their most valuable resources – their employees – to areas of the company where they will be the most productive.
HRM requires more than a strong human resources department: it requires smart, capable team managers working together with the human resource (HR) department to carry out common goals.