Administration of Human Resources at

Present

Psicología Organizacional II
Universidad El Bosque
 Human Resources Management

It refers to practices and skills necessary to manage the issues that have to do with
personal relations policy management function; specifically, it is to recruit, train,
evaluate, reward, and provide a safe environment with a code of ethics and fair
treatment of employees in the organization.
 Some practices that are included in the HR
management
• Conduct analysis of positionfunction and nature of each
employee.
• Planning staff needs
• Recruit candidates for each position
• Training
• Provide incentives and benefits
• Train and develop current employees skills
The Human Resources Administration is
important to:

A manager should know about:

• Equal opportunities
• The health and safety of employees
• Complaints and labor relations
An administrator HR (Human Resource) NOT want:
• That the employees do not perform at its best.
• Hiring the wrong person for the job
• Experience a high staff turnover
• Committing any unfair labor practice
 Line authority Versus Staff Authority

The Authority is the right to make decisions, direct the

work of others and give orders.

In the administration there are two types of authority:

Authority Line and Staff authority.
• Line Managers are authorized to give orders. In
general it is associated with line managers with vital
functions (such as production or sales) that the
company needs to exist.

• Staff Managers are authorized to assist and advise line managers so that they achieve their
goals. Usually departments providing direct support or counseling, such as purchasing,
human resources management and quality control.

HR managers are managers of Staff, they help and advise line managers in areas such as
recruitment, hiring and remuneration.
 HR responsibilities of line managers
All supervisors spend the majority of their time to tasks that are part of the HR staff.
Some obligations that the line supervisors have are:
• Putting the right person in the right job
• Induction of new employees
• Improving job performance of each employee
• Controlling labor costs
• Develop the skills of each person

Organization of the responsibilities of the HR department

1. Recruiters
2. Coordinators of equal employment opportunity
3. Analysts of positions
4. Managers remuneration
5. Training Specialists
6. Specialists in labor relations
CHANGING ENVIRONMENT AND RESPONSIBILITIES
IN THE ADMINISTRATION OF HUMAN RESOURCES

The current business environment suggests that the most important thing for
a company is well-trained and highly committed employees, rather than
working machinery.
 TEMPORARY TRENDS

2. Technological advances

1. Globalisation 3. Subcontracting

6. The “Y Generation 4. Human Capital

( Video )

5. Demographic
 THE CHANGING ROLE OF THE HUMAN RESOURCES
ADMINISTRATION

Discrimination law in the United States

during the 60’s and 70’s New phase for the HR

Complex situation in Mexico Recruitment, training, supervision

Working class - employer

Protector and supervisor role Planner and changing agent role

People: main sources of competitive
advantage
 Prompt and timely answers to employees’ complaints.
 Fair disciplinary action treatment.

HR involved in the strategic plan of the Company

Balance between strengths and weaknesses with

the opportunities and challenges of the market.
 Each Factory has the same equipment and
machinery, but the way people use it and get
involved in the process is different. Work force
provides companies with competitive capacity.
 HR managers
 Setting up policies and practices to prepare employees with the
appropriate skills and behavior needed by the Company to achieve its
goals.

CHALLENGES

 Competitiveness increment
 Costs reduction
 Employees development improvement
 Employees according to the business plan
 Organization's process of defining its strategy, or direction, and making decisions
on allocating its resources to pursue this strategy.
Types:
 Corporate strategy (e.g. new lines of productions)
 Competitive strategy (market position)
 Functional strategy (direction that each department should follow)
 Strategic HR administration
 Formulate and carry out HR systems, HR policies and practices, maximizing
employees’ performance in service of their employer’s strategic objectives.
 Evaluate the strengths, weaknesses, opportunities and threats involved in
the business transactions.

High performance work system

 Systematic and integrated approach of managing human resources
toward the alignment of HR functions and the achievement of firm
strategy.
HR Scorecard
 HC strategy performance management tool
The Human Resourses Manager Today

Besides improving the performance and strategy of human

resources, human resourcestring managers today are
concerned with three aspects:
 Technology
 Ethics
 Professional certification.
HR and Technology

Dell Company

How HRM use technology

• Internet portals
• Stream video
• PDAs
• software for network monitoring and Internet

Increased productivity by HR
• Decrease the HR staff
• Streamline processes
• Reduce costs by HR functions
Ethical Administration

 Ethics refers to the rules or standards that someone uses to decide

what should be your behavior.
 The Sarbanes-Oxley Act (SOX) requires CEOs and CFOs to certify
their companies periodic financial reports.
HR Certification

 The Institute for Human Resources Certification

applies tests to professionals, two levels of tests
evaluate the knowledge of professionals in all aspects
of human resources management, including
management practices, staffing, development,
compensation, labor relations and aspects of health
and safety.
 Those who successfully meet all requirements
obtained the certificate of senior professional in
human resources or human resources professional.