Chapter 12 Human Resource Management
Jan 18, 2016
Chapter 12Human Resource Management
The Strategic Role of HRM
HR: design &application of formal systems in an orgz to ensure effective &efficient use of human talent to achieve orgz goals
HRM & HR strategies aligned with orgz strategic direction-Positive Performance
Matching process
• Integrate strategy
• HR builds culture
The right people: To become more competitive on a global basis
For improving quality, innovation, and customer service
To retain during mergers and acquisitions
To apply new information technology for e-businessCopyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 2
12.1 Strategic Human Resource Management
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Building Human Capital to Drive Performance
• Strategic decisions are related to human decisions
• More companies rely on information, creativity, and knowledge
Human Capital is the economic value of the combined knowledge, experience, skills, and
capabilities of employeesCopyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 4
The Changing Nature of Careers
Employees operate under a new social contract
Downsizing, outsourcing, rightsizing, and restructuring have left little stability
Subsidized benefits are decreasing
Employees are expected to be self-motivated
Organizations must be creative with training and development
New performance appraisal processes are requiredCopyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 6
Innovations in HRM
• Becoming an Employer of Choice
– Organizations that are highly attractive to potential employees because of HR practices
• Using Temporary and Part-Time Employees
– Contingent workers are not permanent, maintain flexibility, and keep costs low
• Promoting Work/Life Balance
– Critical retention strategies
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Promoting Work-Life Balance
Helping workers lead a balanced life
Part-time work and telecommuting
Flexible scheduling
Gen Y/Millennials demand more work-life balance
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12.5 Attracting an Effective Workforce
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Human Resource Planning
• What new technologies are emerging?• What is the volume of the business likely to be in the
next 5 to 10 years?• What is the turnover rate?
• What types of engineers will we need?• How many administrative personnel will we need to
support additional engineers?• Can we use temporary, part-time, or virtual workers?
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Recruiting (talent acquisition)
• Activities that define characteristics of applicants to whom selection procedures will be applied
Internal recruitingExternal recruiting
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• Assessing Organizational Needs:– Job Analysis-gather & interpret info about duties, task & responsibilities of
jobs (ask work flow, activities etc)
– Job Description-summary of specific task/duties/responsibilities
– Job Specification-outlines characteristics needed to perform job (skills, education etc.)
• Realistic Job Previews – provide pertinent information; positive and negative-about job &orgz to applicants
• Legal Considerations – recruiting practices must be legal
• Innovations in Recruiting:– E-Recruiting
– Twitter, LinkedIn, and other social media
Recruiting
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Application Form• Avoid irrelevant questions • Avoid questions w/
adverse impact
Interview; Structured interviewsNon directive InterviewsPanel Interviews
Selecting
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Employment Tests• Cognitive ability tests• Physical ability tests• Personality tests• Brainteasers
Assessment Center• Work sample tests
Online Checks
Select desired employees from pool of recruited applicants-Employers assess applicants for a “fit”
HR professionals us a combination of devices:
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Structured interviews• Biographical interviews-life &work Experiences• Behavioral interviews-describe the task/problem
performed• Situational Interviews-how handle hypothetical
situationNon-directive interviewsAllow freedom , broad and open ended questions,Panel Interviews-several interviewers
Interviews
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Managing Talent
• Training and Development-develop employees into effective workers– On-the-Job Training– Corporate Universities– Promotion from Within– Mentoring and Coaching
• Development involves teaching broader skills
• Performance Appraisal– Evaluating performance, recording assessment,
and providing feedbackCopyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 18