Professional Documents
Culture Documents
Job Analysis Human resource planning and Recruitment Employee Testing and Selection Interviewing Candidate Case Study, group work, experimental exercise on recruitment and placement
Training and Developing Employees Managing Strategic Organizational Renewal Performance Management and Appraisal Managing Careers Case Study, group work, experimental exercise on training and development 1st Mid Term Exam Establishing Strategic Pay Plans Pay-for-Performance and Financial Incentives Benefits and Services Case Study, group work, experimental exercise on compensation Comprehensive case etc
Part 4: Compensation
Labor Relations and Collective Bargaining Employee safety and health Case study etc 2nd Mid Term Exam
Managing Global Human Resources Case Study / exercise etc Case study / exercise etc Course Revision / case study / exercise etc
Overview
Introduction The Strategic Role of HRM The Managers HRM Responsibilities Strategic Planning and Trends HR s Strategic Role The law regarding HRM Summarize and Q&A Session
Introduction to HRM
Management Environment Backdrop Human Resource Management At Work The Changing Environment of Human Resource Management The Changing Role of Human Resource Management The Human Resource Manager s Proficiencies The General Concepts of HRM Summarize and Q&A Session
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Synopsis of Change
Current model Hierarchy Self-sufficient Security Homogeneous By Individuals Domestic Cost Profits Capital Board of Directors What s affordable Autocratic Organization Structure Worker Expectations Workforce Work Markets Advantage Focus Resources Governance Quality Leadership Twenty-first-century prototype Network Interdependence Personal growth Culturally diverse By teams Global Time Customers Information Varied constituents No compromises Inspirational
TECHNOLOGY
Technology: Any equipment, tools or operating methods that are
designed to work more efficient. Technological advances reflect in integrating any technology into any process of changing inputs into outputs. Advances in tech permanently altered the economics of the world, the way people work and the way we manage our HR. Modern civilization evolved over three waves. First wave driven by agriculture, second industrialization and third one based on information. What is a knowledge worker?
TECHNOLOGY
In what ways Does Technology Affect HRM PRACTICES?
Recruiting Employee Selection Training and Development Ethics and Employee Rights Motivating Knowledge Workers Paying Employees Market Value Communications A legal concern Work Life Balance
Management
Definition: Designing & maintaining an environment in
which individuals working together in groups achieve selected aims efficiently. Management has five functions: Planning, Organizing, Staffing, Leading & Controlling. One of the functions i.e STAFFING and its related activities are expressed as HRM. Management can be classified into: Money - Financial Management Material - Material Management Machines - Operational Management Men - Human Resources Management
Development Of HRM
Pioneer Work
Peter Drucker 1950 Douglas Mcgreger Maslows Hierarchy Of Needs 1960 1960 - 1970 1970 - 1980 1980 - 1985
Behavioral Science Movement Organizational Development Movement The Corporate Culture Cult The Art Of Japanese Management
Growth Of Human Resources Management File Maintenance Stage Government Accountability Stage Organizational Accountability Stage Strategic Partner-ship Stage
Strategic Partner
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EX ERS
EL E RT E T R E RT E T
Conducting job analyses (determining the nature of each employee s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment Employee health and safety Handling grievances and labor relations
Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your company taken to court because of discriminatory actions Have your company cited under federal occupational safety laws for unsafe practices Have some employees think their salaries are unfair and inequitable relative to others in the organization Allow a lack of training to undermine your department s effectiveness Commit any unfair labor practices Can help ensue that you get results through people
Both line Manager and HR Managers have HRM duties. There is no single division of responsibilities regarding line or Staff HR duties. Relationship is generally cooperative. In Recruiting & Hiring line Managers describe the qualifications, employees need to full specific positions, Then the HR Teams takes over and provides final candidates through their process. In Training, the line manager again describes what he or she expects the employee to be able to do. Then the human resource team devises a training program, which the line manager then administers. Employment Testing, Insurance Benefits Administration, Employment Interviews, Performance Appraisal, Skills Training, Job Descriptions and Disciplinary Procedures are shared between HR and Line Managers. Some activities are usually HR s alone. HRM is part of every manager s job.
Globalization Trends
Globalization is the tendency of firms to extend their sales, ownership and or manufacturing to new markets abroad. Companies expand abroad for several reasons: Sales Expansion Seek new foreign products & services to sell and cut labour costs Forming Partnerships Globalization Implications:
More globalization means more competition. To make employees more productive and to do things better and less expensively. Growing integration of the world economy into a single, huge market place. Both workers & Companies have to work harder & smarter than they did work out globalization and HR helps Companies to do this: It brings both benefits & threats. For Consumers it means lower prices & higher quality. The prospect of working harder and with less secure jobs. (jobs outsourcing) For business owners benefits like searching millions of customers & facing new competitors.
Technological Trends
No need of expensive inventories Companies operate their own internet based networks & check out all inventory, material, machines & people requirement Can monitor their sales and stores All functional working based on technology/computers Technology cuts timings, provides speed to market Companies use virtual online communities to improve efficiency
Effective HR Practices
Screening Applicants through personality testing can produce employee who perform better (psychometric tests & personality assessment , behavioral based interviews ) Well trained employees perform better than untrained Safe workplaces produce fewer lost time accidents and accidents costs than unsafe ones The most productive and highest performing companies have world class training & plant safety programs
Roles Of HR Manager
Business person Shaper of change Consultant to the organization and partner to line managers Strategy formulator and implementer TALENT MANAGER (I.E network with professional colleagues, including recruiters, line managers, and other HR professionals) ASSET MANAGER AND COST CONTROLLER (Based on understanding financial and accounting procedures.)
Emerging leadership competencies for HR: Credibility People skills Understanding Business of Businesses A Consultative Approach Comfort with change Visioning.
Empowered learning vibrant Fully evolved completely satisfied, mature human beings
Driving people People drive through social and themselves intellectual needs Motivate by As a change agent providing effective As innovator fair appraisals As a strategic partner systems
Summary
1. All managers perform certain basic functions planning, organizing, staffing, leading, and controlling. 2. Staffing, personnel management, or human resource management includes activities like recruiting, selecting, training, compensating, appraising, and developing employees 3. HR management is a part of every mangers responsibilities. These responsibilities include placing the right person in the right job, and then orienting, training, and compensating to improve his or her job performance 4. The HR department carries out three main functions. The HR manage exerts line authority in his or her unit and implied authority elsewhere in the organization. He or she ensures that the organization s HR objectives and policies are coordinated and implemented. And he or she provides various staff services to line management, such as partnering with the CEO in designing the company s strategy, and assisting in the hiring, training, evaluating, rewarding, promoting, and disciplining of employees at all levels.