Human Resource Environment and Functions

1. Human Resource Environment and Functions

2. Learning Outline 1/3 Human Resource Environment • Define human resources environment • Differentiate internal and external environments

3. Learning Outline 2/3 Human Resource Functions • Define the functions of human resources • Identify the functions of human resources: planning, job analysis, staffing, orientation and evaluating employees • Introduce HR managers and identify their roles and functions in the organization • Introduce the roles of HR managers: advising, counseling, providing services, policy formulation, policy implementation, monitoring, advocating employees, etc.

4. Learning Outline 3/3 Trends and Global Challenges • Introduce how trends and global challenges affect human resources and identify the most notable challenges that affect human resources. • Introduce aging workforce, growing diversity and skill deficiency as recent trends and global challenges that affect human resources and its current roles and functions in organizations.

5. Human Resource Environment

6. Human Resource Environment • Human resource environment is the general view of internal organization, business, economic and social, ecological, technological, political, legal environments that affect the nature and scope of the job of human resources • Divided between internal and external environments

7. Internal Environments • is the set of environments that can be found inside the organization itself. • include the resources owned or controlled by the organization that include money, inventory, equipment and materials

8. External Environments • is the set of environments that are not found inside the organization and not directly or heavily influenced by the organization. • include the demographic, cultural, ecosystem, external competition, economic, technological, political and legal environments that can be found locally or globally

9. Aims and Functions of Human Resource

10. Human Resource Aims Human resources aims to effectively utilize human resources, maximize the development of individual employees and to create a desirable working relationship among all employees of the organization.

11. Specific Functions of HR 1/5 • Human resource planning in this function of HR, the number and type of employees that are required will be determined to start their hiring process. This can be accomplished through researches that were designed to collect, compile analysis and interpret the data in order to meet the needs of the organization in terms of its human resources.

12. Specific Functions of HR 2/5 • Job analysis – this function defines the nature of a job needed in an organization. It also outlines the worker’s requirements that include skills, experience, education, and of course – job description. The job description is very important because it provides the work, duties and activities of the employee.

13. Specific Functions of HR 3/5 • Staffing – this function is simply the recruitment and selection of employees for the organization by the human resources department. Recruitment aims to attract qualified applicants that will fill vacant positions. On the other hand, the selection function will choose the most qualified of all the applicants. The most qualified will be selected and contacted.

14. Specific Functions of HR 4/5 • Orientation – this function corresponds to acquainting new employees with important aspects of working in the organization that include but not limited to working hours, company rules, expectation to job, pay and benefit programs, etc.

15. Specific Functions of HR 5/5 • Evaluating employees – this function accounts people in the organization (also referred as human resources accounting). The accounting process measures the cost and value of people by computing the costs of their recruitment, selection, hiring, training and maintenance and comparing it to their outputs in the organization.

16. Who are HR managers? • Top employees of human resources department • Handles important decision that concern personnel of the company including hiring, position assignment, training and providing benefits and compensation.

17. Roles of HR managers • advising • counseling • providing services • policy formulation • policy implementation • monitoring • advocating employees, etc.

18. Trends and Global Challenges

19. Aging Workforce • In the United States as well as other developed nations, the labor force can be defined by its aging trend. In the United States, it was reported by Bureau of Labor Statistics that from 2006 to 2016 (10 years), the increase in the American civilian labor force will drop from 13.1 percent to 8.5 percent. One of the most serious implications of this downward trend is the faster growth in number of workers 55 and older while those workers 25-44 years old will only increase its number very slightly.

20. Growing Diversity • The growing diversity of workforce in the United States is also a characteristic of the current human resource environment not only in the United States but also in other nations. The growing diversity in the workforce of the United States is not only exclusive to the diversity in terms of racial or ethnic origins of the labor force but also in terms of religion and gender of its employees. In 2016, Asian and Hispanic racial groups are expected to be the fastest growing racial groups; expected to comprise 8 percent and 16 percent respectively of the total United States workforce. • In terms of gender diversity, more women are entering the labor force while men’s participation is expected to decline slightly. It is expected that in 2016, women will comprise 59 percent of the United States workforce.

21. Skill Deficiency • Brought by the innovations in the computer industry and its important role in today’s business; most companies today require their employees to possess skills in operating computers. Traditional physical or mechanical jobs are put in to sideline. Instead, skills such as mathematical, verbal and interpersonal skills are favored by many companies. With the disparity between the supply and demand of these workers, many organizations need to double their efforts in order to meet the demand for employees with these skills.

22. Conclusion By discussing its environment as well as its functions and role in an organization, this module provides very vital information in order to understand human resources. The discussion of the recent challenges and global trends ensures that we are updated to the changes in different environments that affect the jobs and functions of human resources.

23. THANK YOU!!!