Human Resource Management
Certification Program
Human Resource Management:
An Overview
Day 1
Facilitator: Irine Onciano, MBA September 11 & 18, 2013
Irine Onciano, MBA
• Founder & Lead Learning & Development Consultant, Onciano Consulting, Walnut Creek, CA
• Senior Consultant, Resource Development Associates, Oakland, CA • Training Consultant, CPS HR Consulting, Sacramento, CA
• West Coast Regional Director of Human Resources, GES Exposition Svcs, Las Vegas, NV
• Administrative Manager, Economic Development, Airports Administration, Development & Urban Planning, City of Fresno, California
• Adjunct Faculty, Public & Nonprofit Management, Masagung Graduate School of Management, University of San Francisco
• Certified DiSC Solution Provider, Inscape Publishing a Wiley brand. • Client list includes numerous state and local government agencies and private
enterprises, including CA Dept. of Fish and Wildlife, CA Health Care Services, CA Alcohol and Drug Programs, CA Dept. of Transportation, CA Metropolitan Transportation Commission, CA DMV, Parent Care Inc., to name a few. • Member of American Society for Public Administration (ASPA), American Society
for Training & Development (ASTD), and Bay Area Organization Development Network (BAODN).
Course Description
This is an introduction to various functions
within the human resource management field.
The course provides a overview of important
categories of HR activities, including staffing,
employee relations, compensation, benefits and
information systems, EEO/ADA/diversity, labor
relations, organizational development,
interpersonal communication, and training and
management development.
Learning Objectives
By the end of this 2-day workshop you should be able to:
• Provide an overview of HR Management in organizations and specific functions
• Discuss the HR environment, internal and external to the organization
• Identify the key competencies needed by HR professionals and why certification is important • Provide an overview of six challenges facing HR today. • Explain the key competencies needed by HR
professionals and why certification is important.
Agenda – Day 1
• Welcome – Introductions • Review and Discuss
– An overview of Human Resource Management
– Organizational culture and the HR environment, internal and external to the organization
• Challenges facing HR and HR Executives
– HR Certifications
• Key Competencies and Importance of Certification
– Strategic Human Resource Management activities and importance
Agenda – Day 2
• Review and Discuss – Overview of HR Functions
• Staffing
– EEO/ADA/Diversity and Inclusion
• Compensation and Benefits • Employee Relations • Labor Relations • Organizational Development
– Legal Considerations – Workforce Composition
• Race, gender and ethnicity
Introductions
Introduce yourself, giving your…
Name
Current/Desired Employer & Role
What area of Human Resources are
you most interested in?
Why did you decide to enroll in the
HRM Certificate Program at California
State University, Sacramento?
Legal Disclaimer
• The information presented in this class is a summary of human resources functions, practices, and a brief overview of selected laws and regulations related to human resources. It is offered neither as
comprehensive, nor as legal advice. Please consult with an attorney for legal advice.
Legal
Advice
HR Management Functions
• Strategic HRM • Equal Employment Opportunity • Staffing • Talent Management • Total Rewards • Risk Management & Worker • Protection • Employee & LaborRelations
HR Competencies
• Human Resource Expertise • Relationship Management • Consultation • Leadership and Navigation • Communication • Diversity and Inclusion • Ethical Practice • Critical Evaluation• Business Acumen SHRM 2012
The Contemporary HR Practitioner
“The days of simply maintaining personnel files
and advising on hiring, firing and
compensation are long gone for HR
professionals. Today they fulfill a variety of
roles that require knowledge and
competencies in areas that were foreign to
them in the past.”
Salvatore et al. (2005)
HR Transformation
Figure 1-9, pg. 26
Strategic HRM Definitions…
Strategic HRM…
generally
“Refers to the use of employees to gain or maintain a competitive advantage.”
(Mathis and Jackson, p. 40)
more specifically…
“Can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that fosters innovation, flexibility and competitive advantage”
Traditional HR vs. Strategic HR
Organizational Culture and Effectiveness
• Organizational culture - The shared values and
beliefs in an organization - The “climate” of an
organization
- Strategy and cultured must be compatible and aligned for the organization to be effective
- Culture affects recruitment and retention of employees - Culture can enhance or
constrain organizational performance
Challenges Facing HR Executives Over Next 10 Years
SHRM® Workplace Forecast – May 2013
Ethics and HR
Ethical Scenarios Exercise
(Refer to Participant Guide)
1) Review the ethical scenario that your group has been given.
2) Consider what actions you would take. 3) Be able to support your actions. (Reference
As a group discuss the scenario
presented and formulate your
recommendations. You will need to
balance business, ethics, productivity,
and long-term retention when effectively
addressing the scenario’s proposed
issues.
Labor Challenges - Economic
Staffing Challenges
• Describe your organization’s staffing
strategy (to the best of your knowledge).
• What is most effective about the current staffing strategy?
• Where, in your opinion, is the current staffing strategy (or its implementation) not producing effective/favorable results? • What recommendation do you have to
improve the strategy?
Technology in HR
• Human Resource Management System (HRMS) -- An integrated system providing information used by HR management in decision making. • Purposes of HRMS Data Collection
-- Administrative and operational efficiency in Automation of payroll and benefit activities EEO/affirmative action tracking
Web-based communication with employees
Certifications
Figure 1-10 HR Certifications at a Glance ReferencesLawler, E. E., III (2005). From Resource Management to Organizational Effectiveness. Human Resource Management, Summer 2005.
Mathis, Robert L. and Jackson, John H. Human Resource Management (13thEdition) (Cengage Publications, 2011). SHRM ELEMENTS for HR SUCCESS Competency Model. Society for Human Resource management www.shrm.org
