Lecture Slides – Chapter 1

Topic: BusinessCompany
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Last updated: May 22, 2019

Human Resource Management: Gaining a Competitive Advantage Chapter 01 Human Resource Management: Gaining a Competitive Advantage Learning Objectives After reading this chapter, you should be able to: ? Discuss the roles and activities of a company’s human resource management function. page 5 ? Discuss the implications of the economy, the makeup of the labor force, and ethics for company sustainability. page 15 ? Discuss how human resource management affects a company’s balanced scorecard. page 28 ? Discuss what companies should do to compete in the lobal marketplace.

page 44 2 1 8/28/2012 Learning Objectives After reading this chapter, you should be able to: ? Identify how new technology, such as social networking, is influencing human resource management. page 48 ? Discuss human resource management practices that support high-performance work systems. page 50 ? Provide a brief description of human resource management practices. page 56 3 Strategic HRM 2 8/28/2012 Responsibilities of HR Departments 1. Employment and Recruiting 2. Training and Development 3.

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Compensation 4. Benefits 5. Employee Services 6.Employee and Community Relations 7. Personnel Records 8. Health and Safety 9. Strategic Planning 1-5 Responsibilities of HR Departments ? One employee dedicated to handle HR related matters is usually necessary in a company of ____ employees. A.

10-25 B. 25-50 C. 75-100 D. Above 200 3 8/28/2012 HR as a Business with 3 Product Lines Business Partner Services Strategic Partner Human Resources 1-7 Strategic Role of the HRM Function ?Time spent on administrative tasks is decreasing.

?HR roles as a strategic business partner, change agent and employee advocate are increasing. HR is challenged to shift focus from current operations to future strategies and prepare non-HR managers to develop and implement HR practices. ?This shift presents two challenges: ? Self-service ? Outsourcing 1-8 4 8/28/2012 3 Competitive Challenges Influencing HRM 1-9 Economy- Implications for HR ?Structure of the economy ? Development and speed of social media ? Growth in professional and service occupations ? Skill demands for jobs are changing ? Knowledge is becoming more valuable ? Intangible assets ? Knowledge workers ? Empowerment ? Learning organization ?Social collaboration and social networking technology 1-10 5 8/28/2012 The Sustainability Challenge Alternative Work Arrangements 1-11 Common Themes Employee Engagement ? Pride and satisfaction with employer and job ? Opportunity to perform challenging work ? Recognition and positive feedback from contributions ? Personal support from manager ? Effort above and beyond the minimum ? Understanding link between one’s job and company’s mission ? Prospects for future growth with the company ? Intention to stay with the company 1-12 6 8/28/2012 Talent Management Talent management is the systematic planned strategic effort by a company to use bundles of HRM practices acquiring and assessing employees, learning and development, performance management and compensation to attract, retain, develop and motivate highly skilled employees and managers. ? Growth- contingent workers and part-time employees 1-13 Customer Service and Quality ?Total Quality Management (TQM) Core Values • Methods and processes are designed to meet internal and external customers’ needs.

• Every employee receives training in quality. Promote cooperation with vendors, suppliers and customers. • Managers measure progress with feedback based on data.

• Quality is designed into a product or service so that errors are prevented rather than being detected and corrected. 1-14 7 8/28/2012 Changing Demographics Workforce Diversity ? Internal labor force – current employees ? External labor market – persons outside the firm actively seeking employment ? U. S. workforce is aging rapidly ? Increased Workforce Diversity ? Influence of Immigration 1-15 Legal and Ethical Issues ? 5 legal areas that influenced HRM : 1.

2. 3. 4. 5.

Equal employment opportunity legislation Employee safety and health Employee pay and benefits Employee privacy Job security ? Women and minorities still face the “glass ceiling” ? Sarbanes-Oxley Act of 2002 ? Federal health care legislation ? Companies who employ unlawful immigrants or abuse laborers ? Data-security practices and protecting intellectual property 1-16 8 8/28/2012 Global and Technology Challenges ? To survive companies must deal with the global economy, compete in and develop global markets and prepare employees for global assignments. countries to less developed countries the United States Offshoring – exporting jobs from developed ? Onshoring – exporting jobs to rural parts of 1-17 Summary ? HR has three product lines: administrative services, business partner services, and strategic services. ? To successfully manage HR, individuals need personal credibility, business and technology knowledge, understanding of business strategy, and ability to deliver HR services. ? HR management practices should be evidence-based. ? HR practices are important for helping companies deal with sustainability, globalization, and technology challenges.

? HR managers must address global and technology challenges. 1-18 9

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