Chapter 01 – Managing Human Resources
HRM Social
SHRM’s Social Medial Presence
SHRM has a variety of ways for HR professionals to connect via social media and the links are shared in
this section. Members of the Society for Human Resource Management (SHRM) can connect with the
organization’s resources and with one another online, thanks to several applications of social media.
SHRM has a Twitter account (http://twitter.com/shrm) so that members can sign up for the group’s Twitter
feed. SHRM has a blog (http://blog.shrm.org), which gives members a place to read the organization’s
latest thoughts and get involved in the conversation by reading and posting comments. SHRM has
established its own members-only social network called SHRM Connect (http://community/shrm.org).
Visitors to SHRM conferences can text questions to presenters, and those who can’t make the trip can get
updates via Twitter.
Discussion Questions and Suggested Response
1. Do you use Twitter or LinkedIn? Would you be interested in seeing career-related information
in social media such as these?
2. How might participating in on line discussion groups help you in your career?
VII. Organization of This Book
1. Table 1.3 lists the topics covered in this book These topics are:
a. The Human Resource Environment
b. Acquiring, Training, and Developing Workers
c. Assessing Performance and Improving Performance
d. Compensating Human Resources
e. Meeting Other HR Goals
2. The chapters of the book will offer various other features to help you connect the principles to real-
world situations. “Best Practices” boxes tell stories related to the chapter’s topic. “HR Oops!” boxes
identify situations gone wrong and invite you to find better alternatives. “HR How To” boxes provide
details about how to carry out a practice in each HR area. “Did You Know” boxes are snapshots of
interesting statistics. “HRM Social” boxes identify ways that human resource professionals are applying
social media to help their organization excel.
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Chapter 01 – Managing Human Resources
Thinking Ethically
How Should an Employer Weigh Conflicting Values?
A large religious organization struggled with the policy it had regarding “abstinence before marriage and
fidelity in marriage” as a requirement for employees. The problem came around same-sex marriage
laws and how that impacted the current values of the organization. The board of directors decided to
allow same-sex married employees however the outcry from the constituents was loud and clear. They
felt this change in policy violated the company’s long stance on religious values of marriage. The
President then reverse the policy however there was a lot of publicity that surrounded both decisions.
There was nothing illegal with any of the decisions but there were some challenging ethical issues.
Questions and Suggested Responses:
1. In this situation, whose rights were affected? What basic rights were at stake?
2. How well do you think the organization applied standards of ethical behavior? Why?
ROADMAP: Key Terms
Human Resource Management (HRM)
Human Capital
Job Analysis
Job Design
Recruitment
Selection
Training
Development
Performance Management
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Chapter 01 – Managing Human Resources
Workforce Analytics
Human Resource Planning
Talent Management
Evidence-Based HR
Sustainability
Stakeholders
Ethics
ROADMAP: Review and Discussion Questions
Review and Discussion Questions with Suggested Responses
1. How can human resource management contribute to a company’s success?
2. Imagine that a small manufacturing company decides to invest in a materials resource planning (MRP)
system. This is a computerized information system that improves efficiency by automating such work
as planning needs for resources, ordering materials, and scheduling work on the shop floor. The
company hopes that with the new MRP system, it can grow by quickly and efficiently processing small
orders for a variety of products. Which of the human resource functions are likely to be affected by this
change? How can human resource management help the organization carry out this change
successfully?
The sort of change described in the question above would most likely affect, to some degree, all nine of
the functions of human resource management. The analysis and design of work would need to be
considered in a decidedly different manner than it was before the newly implemented automated
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Chapter 01 – Managing Human Resources
3. What skills are important for success in human resource management? Which of these skills are
already strengths of yours? Which would you like to develop?
4. Traditionally, human resource management practices were developed and administered by the
company’s human resource department. Line managers are now playing a major role in developing
and implementing HRM practices. Why do you think non-HR managers are becoming more involved?
5. If you were to start a business, what aspects of human resource management would you want to
entrust to specialists? Why?
6. Why do all managers and supervisors need knowledge and skills related to human resource
management?
7. Federal law requires that employers not discriminate on the basis of a person’s race, sex, national
origin, or age over 40. Is this also an ethical requirement? A competitive requirement? Explain.
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Chapter 01 – Managing Human Resources
8. When a restaurant employee slipped on spilled soup and fell, requiring the evening off to recover, the
owner realized that workplace safety was an issue to which she had not devoted much time. A friend
warned the owner that if she started creating a lot of safety rules and procedures, she would lose her
focus on customers and might jeopardize the future of the restaurant. The safety problem is beginning
to feel like an ethical dilemma. Suggest some ways the restaurant owner might address this dilemma.
What aspects of human resource management are involved?
9. Does a career in human resource management, based on this chapter’s description, appeal to you?
Why or why not?
ROADMAP: END OF CHAPTER CASE
Taking Responsibility
How “Good Things Happen to” Costco
Costco is a large chain of warehouse stores who has done a great job of getting through the Great
Recession. They did by demonstrating to their employees that they are valued and even gave raises
during tough financial times. They are reinvesting in their employees and have decided that satisfied
Questions with Possible Responses
1. In what ways does Costco meet the criteria for a “sustainable” organization?
2. What would you describe as Costco’s basic strategy as a retailer? How do human resource practices
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Chapter 01 – Managing Human Resources
support that strategy?
Managing Talent
Ingersoll Rand’s Problem-Solving Approach to HRM
Ingersoll Rand is a complicated organization which specializes in transportation and building products.
Craig Mundy was hired as an HR executive to bring a fresh business perspective to the organization.
He started by identifying strategic priorities for his business unit which wasn’t readily accepted by the
employees. He set objectives and asked questions that required his team to do research. From the
research he developed a Talent Solutions framework that the team could use to address various talent
management issues. The new framework improved Ingersoll Rand’s performance and now the HR
team is seen as a strategic partner.
Questions with Possible Responses
1. What important HRM skills has Craig Mundy applied to his role at Ingersoll Rand?
2. How do talent management evidence-based HR support Mundy’s efforts to offer solutions?
HR in Small Business
Managing HR at a Services Firm
This case describes Susan Durbin’s career in human resource management, and her decision to join
the Danone Simpson Insurance Services in Woodland Hills, California. In her role as HR director at
Danone Simpson, Durbin sees herself as contributing to the fast-growing company’s success because
she has created an environment where employees are happy at work. For example, in order to have
room in her budget for monthly luncheons, raffle prizes, and break rooms—things that contribute to
employee satisfaction—Durbin looks for the best deals in benefits programs. Simpson sees Durbin as
a balance between nurturing and practicality. The company’s website promotes the agency as an
“honest and hardworking team” and “Please be advised that our organization cares about its
employees.”
Discussion Questions and Suggested Responses
1. Based on the description in this case, how well would you say Susan Durbin appreciates the scope of
human resource management? What, if any, additional skills of an HR professional would you
encourage her to develop?
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Chapter 01 – Managing Human Resources
2. Look up descriptions of HR jobs by searching under “human resources” in the latest edition of the
Bureau of Labor Statistics’ Occupational Outlook Handbook (available online at www.bls.gov/OCO/).
What position in the handbook best matches Dubin’s job, as described in this case?
3. How would you expect Dubin’s job in a small services company to be different from a similar position in
a large manufacturing company?
HRM DVD Vol 3 Suggested Video with Discussion Questions and Possible Responses
Video Part 1: Zappos.com (6:55)
Video Summary
Zappos.com is an online shoe and apparel shop that was formed in 1999. Its CEO, Tony Hsieh, is profiled
along with Zappos unconventional approach to company culture, employee hiring, rewards, and unorthodox
benefits which include nap rooms and concierge services.
Zappos is a start-up company that has outpaced even its own expectations over the last 13 years. It has been
ranked by Forbes magazine as one of the Top 100 Best Places to Work. Zappos believes in a culture of
happiness for its employees that is driven by a set of ten core values. These values are exhibited by every
employee, every day in all the decisions they make. Their business model is simple; happy employees
translate into satisfied customers.
Zappos hiring process includes a full day of interviews and company tour which is followed by an intense four-
week training program. After training, if you decide that Zappos is not right for you, the company will even pay
you $3,000 to leave the company. Zappos was most recently acquired by Amazon.com for over $1.3 billion.
Discussion Questions
1. What is the value of having an extensive selection process when hiring new employees?
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Chapter 01 – Managing Human Resources
2. What are the benefits of having an unorthodox set employee services such as Google’s nap rooms and
concierge services?
Employees are constantly determining how much the company actually values them. Having additional
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