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PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama
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Human Resource Human Resource ManagementManagement
Human Resource Management at WorkHuman Resource Management at Work• What Is Human Resource Management What Is Human Resource Management
(HRM)?(HRM)? The policies and practices involved in carrying out The policies and practices involved in carrying out
the “people” or human resource aspects of a the “people” or human resource aspects of a management position, including recruiting, management position, including recruiting, screening, training, rewarding, and appraising.screening, training, rewarding, and appraising.
Personnel MistakesPersonnel Mistakes• Hire the wrong person for the jobHire the wrong person for the job
• Experience high turnoverExperience high turnover
• Have your people not doing their bestHave your people not doing their best
• Waste time with useless interviewsWaste time with useless interviews
• Have your company in court because of discriminatory actionsHave your company in court because of discriminatory actions
• Have your company cited by OSHA for unsafe practicesHave your company cited by OSHA for unsafe practices
• Have some employees think their salaries are unfair and Have some employees think their salaries are unfair and inequitable relative to others in the organizationinequitable relative to others in the organization
• Allow a lack of training to undermine your department’s Allow a lack of training to undermine your department’s effectivenesseffectiveness
• Commit any unfair labor practicesCommit any unfair labor practices
Basic HR ConceptsBasic HR Concepts• The bottom line of managing: The bottom line of managing:
Getting resultsGetting results
• HR creates value by engaging HR creates value by engaging in activities that produce the in activities that produce the employee behaviors that the employee behaviors that the company needs to achieve company needs to achieve its strategic goals.its strategic goals.
Line and Staff Aspects of HRMLine and Staff Aspects of HRM• Line managerLine manager
A manager who is authorized to direct the work of A manager who is authorized to direct the work of subordinates and is responsible for accomplishing subordinates and is responsible for accomplishing the organization’s tasks.the organization’s tasks.
• Staff managerStaff manager A manager who assists and advises line managers.A manager who assists and advises line managers.
Line Managers’ HRM ResponsibilitiesLine Managers’ HRM Responsibilities1.1. Placing the right person on the right jobPlacing the right person on the right job
2.2. Starting new employees in the organization (orientation)Starting new employees in the organization (orientation)
3.3. Training employees for jobs that are new to themTraining employees for jobs that are new to them
4.4. Improving the job performance of each personImproving the job performance of each person
5.5. Gaining creative cooperation and developing smooth working Gaining creative cooperation and developing smooth working relationshipsrelationships
6.6. Interpreting the firm’s policies and proceduresInterpreting the firm’s policies and procedures
FIGURE 1–4 Employment Exodus: Projected Loss of Jobs and Wages
Source: Michael Schroeder, “States Fight Exodus of Jobs,” Wall Street Journal, June 3, 2003, p. 84. Reproduced with permission of Dow Jones & Co. Inc. via Copyright Clearance Center.
High-Performance Work System PracticesHigh-Performance Work System Practices• Employment securityEmployment security• Selective hiringSelective hiring• Extensive trainingExtensive training• Self-managed teams/decentralized decision makingSelf-managed teams/decentralized decision making• Reduced status distinctionsReduced status distinctions• Information sharingInformation sharing• Contingent (pay-for-performance) rewardsContingent (pay-for-performance) rewards• Transformational leadershipTransformational leadership• Measurement of management practicesMeasurement of management practices• Emphasis on high-quality workEmphasis on high-quality work
Benefits of a High-Performance Benefits of a High-Performance Work System (HPWS)Work System (HPWS)• Generate more job applicantsGenerate more job applicants
• Screen candidates more effectivelyScreen candidates more effectively
• Provide more and better trainingProvide more and better training
• Link pay more explicitly to performanceLink pay more explicitly to performance
• Provide a safer work environmentProvide a safer work environment
• Produce more qualified applicants per positionProduce more qualified applicants per position
• Hiring based on validated selection testsHiring based on validated selection tests
• Provide more hours of training for new employeesProvide more hours of training for new employees
• Conduct more performance appraisalsConduct more performance appraisals
Measuring HR’s ContributionMeasuring HR’s Contribution• The HR ScorecardThe HR Scorecard
Shows the quantitative standards, or Shows the quantitative standards, or “metrics” the firm uses to measure “metrics” the firm uses to measure HR activities.HR activities.
Measures the employee behaviors Measures the employee behaviors resulting from these activities.resulting from these activities.
Measures the strategically relevant Measures the strategically relevant organizational outcomes of those organizational outcomes of those employee behaviors.employee behaviors.
FIGURE 1–6 Effects CFOs Believe Human Capital Has on Business Outcomes
Source: Steven H. Bates, “Business Partners,” HR Magazine, September 2003, p. 49. Reproduced with permission of the Society for Human Resource Management via Copyright Clearance Center.
HR CertificationHR Certification• HR is becoming more professionalized.HR is becoming more professionalized.
• Society for Human Resource Management Society for Human Resource Management (SHRM)(SHRM) SHRM’s Human Resource Certification SHRM’s Human Resource Certification
Institute (HRCI)Institute (HRCI) SPHR (senior professional in HR) SPHR (senior professional in HR)
certificatecertificate
PHR (professional in HR) PHR (professional in HR) certificatecertificate
The Plan of This Book: Basic ThemesThe Plan of This Book: Basic Themes• HRM is HRM is the responsibility of every managerthe responsibility of every manager..
• HR managers must defend their plans and HR managers must defend their plans and contributions in measurable terms.contributions in measurable terms.
• All personnel actions and decisions have strategic All personnel actions and decisions have strategic implications.implications.
• All managers rely on information technology.All managers rely on information technology.
• Virtually every personnel decision has legal Virtually every personnel decision has legal implications.implications.