{"id":240,"date":"2017-07-28T17:53:18","date_gmt":"2017-07-28T17:53:18","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-principlesofmanagement\/?post_type=chapter&#038;p=240"},"modified":"2018-03-05T21:49:54","modified_gmt":"2018-03-05T21:49:54","slug":"purpose-of-human-resource-management","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/chapter\/purpose-of-human-resource-management\/","title":{"raw":"Purpose of Human Resource Management","rendered":"Purpose of Human Resource Management"},"content":{"raw":"<h2>What you\u2019ll learn to do: explain the purpose of human resource management for both the organization and individuals<\/h2>\r\nIn this section, you\u2019ll discover how human resources functions within a corporation. You\u2019ll find out how HR decisions help the company to meet its goals, and how HR management can make or break a company\u2019s reputation. You\u2019ll also learn about the laws and policies companies must follow when making decisions about HR policies.\r\n<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>List the functions of human resource management.<\/li>\r\n \t<li>Explain how HR decisions reflect the corporate strategy.<\/li>\r\n<\/ul>\r\n<\/div>\r\nSusan Fowler is an engineer who writes a blog about her experiences. She used to work at Uber, the popular ride-share company. But although Uber did interesting work and she liked her job, her boss was harassing her.\r\n\r\nAfter many attempts to change the situation by going to the Human Resources department at Uber, Susan realized that HR was not interested in supporting her. It was willing to break the law and allow her boss to get away with sexual harassment. But Susan wasn\u2019t willing to accept this behavior from her employer. She spoke up and got others to speak up with her.\r\n\r\nThe result: Uber not only lost a great employee but also lost the respect of the public. Since Fowler started writing about her experiences, Uber has lost money, employees, and opportunities to grow.\r\n\r\nHere is some of what Susan Fowler says about her experience at Uber:\r\n<blockquote>\r\n<p style=\"padding-left: 30px;\">On my first official day rotating on the team, my new manager sent me a string of messages over company chat. He was in an open relationship, he said, and his girlfriend was having an easy time finding new partners but he wasn't. He was trying to stay out of trouble at work, he said, but he couldn't help getting in trouble, because he was looking for women to have sex with. It was clear that he was trying to get me to have sex with him, and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to HR.<\/p>\r\n<\/blockquote>\r\nAfter reporting the situation, Fowler assumed HR would do the right thing. At the very least, it would reprimand the manager for breaking the company\u2019s code of ethics. Instead, says Fowler, HR did the opposite:\r\n<blockquote>\r\n<p style=\"padding-left: 30px;\">I was told by both HR and upper management that even though this was clearly sexual harassment and he was propositioning me, it was this man's first offense, and that they wouldn't feel comfortable giving him anything other than a warning and a stern talking-to. Upper management told me that he \"was a high performer\" (i.e. had stellar performance reviews from his superiors) and they wouldn't feel comfortable punishing him for what was probably just an innocent mistake on his part.<\/p>\r\n<\/blockquote>\r\nInstead of confronting the manager, HR told Fowler she could leave the team. Her other option was to stay on the team\u2014but if she stuck with it, she should expect a poor performance review, even if she did a good job. Fowler left the team but started asking other women about their experience at Uber. Over and over, she heard stories similar to her own. She even learned that HR had lied to her: her manager had been reported for sexual harassment many times but had never been disciplined for his behavior.\r\n\r\nFinally, after trying and failing to get an appropriate response from upper management, Fowler quit her job. She then went on to write about her experience, sharing the details of Uber\u2019s poor management with the world.[footnote]Susan J. Fowler, \u201cReflecting on One Very, Very Strange Year at Uber,\u201d Susan J. Fowler (blog), Feb. 19, 2017, accessed July 26, 2017, https:\/\/www.susanjfowler.com\/blog\/2017\/2\/19\/reflecting-on-one-very-strange-year-at-uber.[\/footnote]\r\n\r\nA good HR department could have handled all of Susan\u2019s concerns legally and appropriately, and Uber could have avoided a great deal of trouble. Investors voted with their feet, and Uber\u2019s stock lost $10 billion, according to CNBC.[footnote]Anita Balakrishnan, \u201cScandals may have knocked $10 billion off Uber's value, a report says,\u201d CNBC, April 25, 2017, accessed July 26, 2017, http:\/\/www.cnbc.com\/2017\/04\/25\/uber-stock-price-drops-amid-sexism-investigation-greyballing-and-apple-run-in--the-information.html.[\/footnote] At best, this is a lost opportunity that will cost the company far more than managing within the law.\r\n<h2>The Functions of Human Resource Management<\/h2>\r\nManaging employee conflicts and legal issues is only part of HR\u2019s function. In fact, HR is a key department in any company, and it is responsible for many areas. Each of these areas can be categorized into the main functions of human resource management:\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td><strong>Function<\/strong><\/td>\r\n<td><strong>What It Is<\/strong><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Recruitment and Selection<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Finding and hiring qualified employees and\/or contractors<\/li>\r\n \t<li>Using recruitment tools and technology<\/li>\r\n \t<li>Preparing employee contracts and negotiating salaries and benefits<\/li>\r\n \t<li>Meeting legal requirements related to hiring and adhering to ethical practices<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Training and Development<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Onboarding training for new employees and ongoing training and development for current employees<\/li>\r\n \t<li>Trainings and development activities may include internal meetings, conferences, or external educational courses<\/li>\r\n \t<li>Opportunities for employee evaluation<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Compensation<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Setting appropriate and competitive wages or salaries for employees<\/li>\r\n \t<li>Researching and negotiating insurance and retirement plans, as well as other types of benefits, with third-party providers<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Safety and Health<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Ensuring that employees have a safe work environment and that the organization is complying with legal requirements set forth by the Occupational Safety and Health Administration (OSHA)<\/li>\r\n \t<li>Implementing new safety measures when laws change in a given industry<\/li>\r\n \t<li>Discussing safety and compliance with relevant government departments<\/li>\r\n \t<li>Discussing safety and compliance with unions<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Employee and Labor Relations<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Mediating disputes between employees and employers, as well as between employees and other employees<\/li>\r\n \t<li>Ensuring employees understand their rights with regard to unions and unionizing<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><strong>Terminate employee contracts when necessary<\/strong><\/td>\r\n<td>\r\n<ul>\r\n \t<li>Helping to document employee problems in order to justify firing<\/li>\r\n \t<li>Terminating employees for various reasons and following up with appropriate paperwork and legal actions<\/li>\r\n<\/ul>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\nHuman resources management can also play an important role in strategic planning and company growth. For example, HR professionals take part in:\r\n<ul>\r\n \t<li>Planning to hire or transfer employees when a company grows.<\/li>\r\n \t<li>Training new employees as the company makes changes or expands.<\/li>\r\n \t<li>Developing incentive programs to help the company compete with other employers.<\/li>\r\n \t<li>Researching laws and policies related to employees in other states or countries.<\/li>\r\n \t<li>Setting up employee transportation, moves, and other logistics as needed.<\/li>\r\n<\/ul>\r\nWhy is all this important? HR is a specialty that involves a great many legal details. Mistakes in employee benefits, mismanaging sensitive employee records, or glossing over company ethics policies could land a company in legal trouble. Lawsuits that go to court have incurred a median cost of $200,000.[footnote]Andrea G. Simpson, \u201cWhat Are Chances a U.S. Business Will Face an Employee Lawsuit?\u201d Oct. 28, 2015, accessed July 26, 2017, http:\/\/www.insurancejournal.com\/news\/national\/2015\/10\/28\/386321.htm.[\/footnote] HR professionals are the people who have the knowledge, time, and responsibility to ensure that employees receive the services, resources, and support they need to be successful at work.\r\n\r\nA recent trend is more part-time and contract workers. HR professionals source and hire both and handle the contracts and legal risks.\r\n\r\nThe following video highlights some of the important work HR managers do in a company, as in this example of the human resources director at Quiksilver.\r\n\r\n[embed]https:\/\/www.youtube.com\/watch?v=bb4RGuQu2Pk[\/embed]\r\n<h2>HR and Corporate Strategy<\/h2>\r\nYou might think of HR management as a somewhat standard part of every business--the HR department deals with hiring, training, compensation, safety issues, and so on. But successful businesses don\u2019t take a one-size-fits-all approach to HR management. Instead, they use their HR policies to support the business\u2019s strategic goals and increase their competitive advantage.\r\n\r\nIn practice, that means making sure the key elements of HR are aligned with the organization\u2019s strategy. For example, if one of your organizational goals is to create innovative products, your HR policies might allow employees a certain amount of time to work on their own ideas. Google does this with its famous \u201c20 percent time\u201d policy that allows employees to spend one-fifth of their time working on a project of their own choosing that they think will most benefit Google. 3M had a similar policy before Google, and it resulted in one of the company\u2019s most successful products: the Post-It Note. Allowing employees time to be creative on the job not only helps attract the types of employees these companies want, but also benefits the company when employees come up with innovative ideas and strategies.\r\n\r\nToday\u2019s HR managers need to think less about enforcing compliance rules and tracking simple metrics and more about how policies will help achieve strategic goals. They must align the organization\u2019s people with the desired outcomes. Depending on the business\u2019s strategy, this might mean using a very selective hiring process to find the candidate with the right skills for the job, or using contractors instead of full-time employees to keep costs low. The goal of HR is to ensure that an organization has the right skills, abilities, and knowledge to implement its strategy.\r\n\r\nHigh-performing organizations use HR elements such as job design and diversity management to maximize employee performance. <strong>Job design<\/strong> (also referred to as work design or task design) is a core function of human resource management. It\u2019s related to the specification of contents, methods, and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder. Its principles are geared towards how the nature of a person's job affects their attitudes and behavior at work, particularly relating to characteristics such as skill variety and autonomy. The aim of a job design is to improve job satisfaction, to improve throughput, to improve quality, and to reduce employee problems (e.g., grievances, absenteeism).\r\n\r\nHR managers are also concerned with diversity in the workplace. In a global economy, employing a diverse workforce and celebrating multiculturalism can create or strengthen an organization\u2019s competitive advantage.\r\n<h2><strong>Check Your Understanding<\/strong><\/h2>\r\nAnswer the question(s) below to see how well you understand the topics covered in the previous section. This short quiz does\u00a0<strong>not<\/strong>\u00a0count toward your grade in the class, and you can retake it an unlimited number of times.\r\n\r\nUse this quiz to check your understanding and decide whether to (1) study the previous section further or (2) move on to the next section.\r\n\r\nhttps:\/\/assessments.lumenlearning.com\/assessments\/6729","rendered":"<h2>What you\u2019ll learn to do: explain the purpose of human resource management for both the organization and individuals<\/h2>\n<p>In this section, you\u2019ll discover how human resources functions within a corporation. You\u2019ll find out how HR decisions help the company to meet its goals, and how HR management can make or break a company\u2019s reputation. You\u2019ll also learn about the laws and policies companies must follow when making decisions about HR policies.<\/p>\n<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>List the functions of human resource management.<\/li>\n<li>Explain how HR decisions reflect the corporate strategy.<\/li>\n<\/ul>\n<\/div>\n<p>Susan Fowler is an engineer who writes a blog about her experiences. She used to work at Uber, the popular ride-share company. But although Uber did interesting work and she liked her job, her boss was harassing her.<\/p>\n<p>After many attempts to change the situation by going to the Human Resources department at Uber, Susan realized that HR was not interested in supporting her. It was willing to break the law and allow her boss to get away with sexual harassment. But Susan wasn\u2019t willing to accept this behavior from her employer. She spoke up and got others to speak up with her.<\/p>\n<p>The result: Uber not only lost a great employee but also lost the respect of the public. Since Fowler started writing about her experiences, Uber has lost money, employees, and opportunities to grow.<\/p>\n<p>Here is some of what Susan Fowler says about her experience at Uber:<\/p>\n<blockquote>\n<p style=\"padding-left: 30px;\">On my first official day rotating on the team, my new manager sent me a string of messages over company chat. He was in an open relationship, he said, and his girlfriend was having an easy time finding new partners but he wasn&#8217;t. He was trying to stay out of trouble at work, he said, but he couldn&#8217;t help getting in trouble, because he was looking for women to have sex with. It was clear that he was trying to get me to have sex with him, and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to HR.<\/p>\n<\/blockquote>\n<p>After reporting the situation, Fowler assumed HR would do the right thing. At the very least, it would reprimand the manager for breaking the company\u2019s code of ethics. Instead, says Fowler, HR did the opposite:<\/p>\n<blockquote>\n<p style=\"padding-left: 30px;\">I was told by both HR and upper management that even though this was clearly sexual harassment and he was propositioning me, it was this man&#8217;s first offense, and that they wouldn&#8217;t feel comfortable giving him anything other than a warning and a stern talking-to. Upper management told me that he &#8220;was a high performer&#8221; (i.e. had stellar performance reviews from his superiors) and they wouldn&#8217;t feel comfortable punishing him for what was probably just an innocent mistake on his part.<\/p>\n<\/blockquote>\n<p>Instead of confronting the manager, HR told Fowler she could leave the team. Her other option was to stay on the team\u2014but if she stuck with it, she should expect a poor performance review, even if she did a good job. Fowler left the team but started asking other women about their experience at Uber. Over and over, she heard stories similar to her own. She even learned that HR had lied to her: her manager had been reported for sexual harassment many times but had never been disciplined for his behavior.<\/p>\n<p>Finally, after trying and failing to get an appropriate response from upper management, Fowler quit her job. She then went on to write about her experience, sharing the details of Uber\u2019s poor management with the world.<a class=\"footnote\" title=\"Susan J. Fowler, \u201cReflecting on One Very, Very Strange Year at Uber,\u201d Susan J. Fowler (blog), Feb. 19, 2017, accessed July 26, 2017, https:\/\/www.susanjfowler.com\/blog\/2017\/2\/19\/reflecting-on-one-very-strange-year-at-uber.\" id=\"return-footnote-240-1\" href=\"#footnote-240-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><\/p>\n<p>A good HR department could have handled all of Susan\u2019s concerns legally and appropriately, and Uber could have avoided a great deal of trouble. Investors voted with their feet, and Uber\u2019s stock lost $10 billion, according to CNBC.<a class=\"footnote\" title=\"Anita Balakrishnan, \u201cScandals may have knocked $10 billion off Uber's value, a report says,\u201d CNBC, April 25, 2017, accessed July 26, 2017, http:\/\/www.cnbc.com\/2017\/04\/25\/uber-stock-price-drops-amid-sexism-investigation-greyballing-and-apple-run-in--the-information.html.\" id=\"return-footnote-240-2\" href=\"#footnote-240-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> At best, this is a lost opportunity that will cost the company far more than managing within the law.<\/p>\n<h2>The Functions of Human Resource Management<\/h2>\n<p>Managing employee conflicts and legal issues is only part of HR\u2019s function. In fact, HR is a key department in any company, and it is responsible for many areas. Each of these areas can be categorized into the main functions of human resource management:<\/p>\n<table>\n<tbody>\n<tr>\n<td><strong>Function<\/strong><\/td>\n<td><strong>What It Is<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Recruitment and Selection<\/strong><\/td>\n<td>\n<ul>\n<li>Finding and hiring qualified employees and\/or contractors<\/li>\n<li>Using recruitment tools and technology<\/li>\n<li>Preparing employee contracts and negotiating salaries and benefits<\/li>\n<li>Meeting legal requirements related to hiring and adhering to ethical practices<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><strong>Training and Development<\/strong><\/td>\n<td>\n<ul>\n<li>Onboarding training for new employees and ongoing training and development for current employees<\/li>\n<li>Trainings and development activities may include internal meetings, conferences, or external educational courses<\/li>\n<li>Opportunities for employee evaluation<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><strong>Compensation<\/strong><\/td>\n<td>\n<ul>\n<li>Setting appropriate and competitive wages or salaries for employees<\/li>\n<li>Researching and negotiating insurance and retirement plans, as well as other types of benefits, with third-party providers<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><strong>Safety and Health<\/strong><\/td>\n<td>\n<ul>\n<li>Ensuring that employees have a safe work environment and that the organization is complying with legal requirements set forth by the Occupational Safety and Health Administration (OSHA)<\/li>\n<li>Implementing new safety measures when laws change in a given industry<\/li>\n<li>Discussing safety and compliance with relevant government departments<\/li>\n<li>Discussing safety and compliance with unions<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><strong>Employee and Labor Relations<\/strong><\/td>\n<td>\n<ul>\n<li>Mediating disputes between employees and employers, as well as between employees and other employees<\/li>\n<li>Ensuring employees understand their rights with regard to unions and unionizing<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><strong>Terminate employee contracts when necessary<\/strong><\/td>\n<td>\n<ul>\n<li>Helping to document employee problems in order to justify firing<\/li>\n<li>Terminating employees for various reasons and following up with appropriate paperwork and legal actions<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Human resources management can also play an important role in strategic planning and company growth. For example, HR professionals take part in:<\/p>\n<ul>\n<li>Planning to hire or transfer employees when a company grows.<\/li>\n<li>Training new employees as the company makes changes or expands.<\/li>\n<li>Developing incentive programs to help the company compete with other employers.<\/li>\n<li>Researching laws and policies related to employees in other states or countries.<\/li>\n<li>Setting up employee transportation, moves, and other logistics as needed.<\/li>\n<\/ul>\n<p>Why is all this important? HR is a specialty that involves a great many legal details. Mistakes in employee benefits, mismanaging sensitive employee records, or glossing over company ethics policies could land a company in legal trouble. Lawsuits that go to court have incurred a median cost of $200,000.<a class=\"footnote\" title=\"Andrea G. Simpson, \u201cWhat Are Chances a U.S. Business Will Face an Employee Lawsuit?\u201d Oct. 28, 2015, accessed July 26, 2017, http:\/\/www.insurancejournal.com\/news\/national\/2015\/10\/28\/386321.htm.\" id=\"return-footnote-240-3\" href=\"#footnote-240-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a> HR professionals are the people who have the knowledge, time, and responsibility to ensure that employees receive the services, resources, and support they need to be successful at work.<\/p>\n<p>A recent trend is more part-time and contract workers. HR professionals source and hire both and handle the contracts and legal risks.<\/p>\n<p>The following video highlights some of the important work HR managers do in a company, as in this example of the human resources director at Quiksilver.<\/p>\n<p><iframe loading=\"lazy\" id=\"oembed-1\" title=\"DAY IN THE LIFE \u2013  HUMAN RESOURCES\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/bb4RGuQu2Pk?feature=oembed&#38;rel=0\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<h2>HR and Corporate Strategy<\/h2>\n<p>You might think of HR management as a somewhat standard part of every business&#8211;the HR department deals with hiring, training, compensation, safety issues, and so on. But successful businesses don\u2019t take a one-size-fits-all approach to HR management. Instead, they use their HR policies to support the business\u2019s strategic goals and increase their competitive advantage.<\/p>\n<p>In practice, that means making sure the key elements of HR are aligned with the organization\u2019s strategy. For example, if one of your organizational goals is to create innovative products, your HR policies might allow employees a certain amount of time to work on their own ideas. Google does this with its famous \u201c20 percent time\u201d policy that allows employees to spend one-fifth of their time working on a project of their own choosing that they think will most benefit Google. 3M had a similar policy before Google, and it resulted in one of the company\u2019s most successful products: the Post-It Note. Allowing employees time to be creative on the job not only helps attract the types of employees these companies want, but also benefits the company when employees come up with innovative ideas and strategies.<\/p>\n<p>Today\u2019s HR managers need to think less about enforcing compliance rules and tracking simple metrics and more about how policies will help achieve strategic goals. They must align the organization\u2019s people with the desired outcomes. Depending on the business\u2019s strategy, this might mean using a very selective hiring process to find the candidate with the right skills for the job, or using contractors instead of full-time employees to keep costs low. The goal of HR is to ensure that an organization has the right skills, abilities, and knowledge to implement its strategy.<\/p>\n<p>High-performing organizations use HR elements such as job design and diversity management to maximize employee performance. <strong>Job design<\/strong> (also referred to as work design or task design) is a core function of human resource management. It\u2019s related to the specification of contents, methods, and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder. Its principles are geared towards how the nature of a person&#8217;s job affects their attitudes and behavior at work, particularly relating to characteristics such as skill variety and autonomy. The aim of a job design is to improve job satisfaction, to improve throughput, to improve quality, and to reduce employee problems (e.g., grievances, absenteeism).<\/p>\n<p>HR managers are also concerned with diversity in the workplace. In a global economy, employing a diverse workforce and celebrating multiculturalism can create or strengthen an organization\u2019s competitive advantage.<\/p>\n<h2><strong>Check Your Understanding<\/strong><\/h2>\n<p>Answer the question(s) below to see how well you understand the topics covered in the previous section. This short quiz does\u00a0<strong>not<\/strong>\u00a0count toward your grade in the class, and you can retake it an unlimited number of times.<\/p>\n<p>Use this quiz to check your understanding and decide whether to (1) study the previous section further or (2) move on to the next section.<\/p>\n<p>\t<iframe id=\"lumen_assessment_6729\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=6729&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_6729\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-240\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Purpose of HR Management. <strong>Authored by<\/strong>: Lisa Jo Rudy and Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Job design. <strong>Provided by<\/strong>: Wikipedia. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/en.wikipedia.org\/wiki\/Job_design\">https:\/\/en.wikipedia.org\/wiki\/Job_design<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">All rights reserved content<\/div><ul class=\"citation-list\"><li>Day in the Life--Human Resources. <strong>Authored by<\/strong>: Acquire Learning. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/www.youtube.com\/watch?v=bb4RGuQu2Pk\">https:\/\/www.youtube.com\/watch?v=bb4RGuQu2Pk<\/a>. <strong>License<\/strong>: <em>All Rights Reserved<\/em>. <strong>License Terms<\/strong>: Standard YouTube License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-240-1\">Susan J. Fowler, \u201cReflecting on One Very, Very Strange Year at Uber,\u201d Susan J. Fowler (blog), Feb. 19, 2017, accessed July 26, 2017, https:\/\/www.susanjfowler.com\/blog\/2017\/2\/19\/reflecting-on-one-very-strange-year-at-uber. <a href=\"#return-footnote-240-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-240-2\">Anita Balakrishnan, \u201cScandals may have knocked $10 billion off Uber's value, a report says,\u201d CNBC, April 25, 2017, accessed July 26, 2017, http:\/\/www.cnbc.com\/2017\/04\/25\/uber-stock-price-drops-amid-sexism-investigation-greyballing-and-apple-run-in--the-information.html. <a href=\"#return-footnote-240-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-240-3\">Andrea G. Simpson, \u201cWhat Are Chances a U.S. Business Will Face an Employee Lawsuit?\u201d Oct. 28, 2015, accessed July 26, 2017, http:\/\/www.insurancejournal.com\/news\/national\/2015\/10\/28\/386321.htm. <a href=\"#return-footnote-240-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":21046,"menu_order":2,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Purpose of HR Management\",\"author\":\"Lisa Jo Rudy and Lumen Learning\",\"organization\":\"\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"copyrighted_video\",\"description\":\"Day in the Life--Human Resources\",\"author\":\"Acquire Learning\",\"organization\":\"\",\"url\":\"https:\/\/www.youtube.com\/watch?v=bb4RGuQu2Pk\",\"project\":\"\",\"license\":\"arr\",\"license_terms\":\"Standard YouTube License\"},{\"type\":\"cc\",\"description\":\"Job design\",\"author\":\"\",\"organization\":\"Wikipedia\",\"url\":\"https:\/\/en.wikipedia.org\/wiki\/Job_design\",\"project\":\"\",\"license\":\"cc-by-sa\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"fcfe90cb-2ad4-4155-914d-55deedefea7c, 810599d7-6a3e-4777-a4e2-11c34901ad64, 6ea38fc3-3f7d-4484-9752-96dd9712eb17","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-240","chapter","type-chapter","status-publish","hentry"],"part":45,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapters\/240","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/wp\/v2\/users\/21046"}],"version-history":[{"count":14,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapters\/240\/revisions"}],"predecessor-version":[{"id":2393,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapters\/240\/revisions\/2393"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/parts\/45"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapters\/240\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/wp\/v2\/media?parent=240"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/pressbooks\/v2\/chapter-type?post=240"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/wp\/v2\/contributor?post=240"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/suny-mcc-supervision\/wp-json\/wp\/v2\/license?post=240"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}