Professional Documents
Culture Documents
Human Resource Management 12th Edition Global Edition Chapter 1 STRATEGIC HUMAN RESOURCE MANAGEMENT: AN OVERVIEW
4-2
4-2
1-3
1-3
14/03/2013
HRM Functions
ing aff St
Hu m De an ve Re lop so m urc en e t
Com
pens
Process
of
ensuring
the
organizaBon
always
has:
Proper
number
of
employees
Employees
with
appropriate
skills
Employees
in
the
right
jobs
at
the
right
Bme
Copyright 2013 Oliver Fenianos, ( Pearson Education ) 1-5
Systematic process of determining skills, duties, and knowledge required for performing jobs in organization Impacts virtually every aspect of HRM
ation
1-4
1-4
Staffing
1-5
Job Analysis
1-6
14/03/2013
1-7
1-7
Selec.on:
Choosing
individual
best
suited
for
a
parBcular
posiBon
and
the
organizaBon
Copyright 2013 Oliver Fenianos, ( Pearson Education ) 1-8
14/03/2013
1-11
Organization Development
Planned
and
systemaBc
aKempt
to:
Make
the
organizaBon
more
eecBve
Create
posiBve
behavioral
environment
1-12
14/03/2013
Performance Management
Goal-oriented
process
to
ensure
organizaBonal
processes
are
in
place
to
maximize
producBvity
Applies
to
employees,
teams,
and
ulBmately,
the
organizaBon
1-13
1-13
Performance Appraisal
Formal system of review and evaluation
Individual Team
1-14
Compensation
All rewards that individuals receive as a result of their employment
1-15
1-15
14/03/2013
Financial Compensation
Direct:
Pay
employee
receives
in
form
of
wages,
salaries,
bonuses,
or
commissions
Indirect:
Benets
employee
receives
Paid
vacaBons,
sick
leave,
holidays,
medical
insurance
1-16
1-16
Nonfinancial Compensation
Satisfaction that person receives from:
1-17
1-18
14/03/2013
1-19
1-20
1-21
1-21
14/03/2013
1-22
1-22
1-23
1-23
Legal Considerations
Federal, state, and local legislation Court decisions Presidential executive orders
1-24
1-24
14/03/2013
Labor Market
Potential employees located within certain geographic area Always changing
1-25
1-25
Society
Ethics: Deals with what is good and bad, or right and wrong, and with moral duty and obligation Corporate social responsibility: Implied, enforced, or felt obligation of managers to serve or protect interests of groups other than themselves
1-26
1-26
Unions
Group of employees who have joined together to collectively bargain with their employer Become a third party when dealing with the company
1-27
1-27
14/03/2013
Shareholders
Owners of corporation Have invested money in firm May at times challenge programs considered by management to be beneficial to organization
1-28
1-28
Competition
In product or service and labor markets Firms must maintain a supply of competent employees Bidding war often results
1-29
1-29
Customers
People who actually use firms goods and services. Employment practices should not antagonize members of the market the firm serves. Workforce should be capable of providing topquality goods and services.
Copyright 2012 Pearson Education
1-30
1-30
10
14/03/2013
1-31
1-31
HR Technology
Rapid
technological
changes
provide:
Increased
sophisBcaBon
Ability
to
design
more
useful
human
resource
informaBon
systems
(HRIS)
1-32
1-32
HRIS
An organized approach for obtaining information on which to base HR decisions An umbrella for merging the various subsystems Mainstay HR responsibilities need an HRIS
1-33
1-33
11
14/03/2013
Economy
When
economy
is
booming,
it
is
ocen
more
dicult
to
recruit
qualied
workers.
In
economic
downturn,
more
applicants
are
typically
available.
1-34
1-34
Unanticipated Events
Unforeseen occurrences in external environment Require a tremendous amount of adjustment with regard to HRM
1-35
1-35
1-36
12
14/03/2013
1-37
1-38
1-38
1-39
13
14/03/2013
HR Outsourcing
Transfers responsibility to an external provider
Discrete services Multi-process services Business process outsourcing (BPO)
1-40
1-40
Discrete Services
Single set of high-volume repetitive functions is outsourced to a third party Typically transactional HR activities Example: 401(k) administration
1-41
1-41
Multi-Process Services
Complete outsourcing of one or more human resource processes. Example: Procter & Gamble outsourced training operations.
1-42
1-42
14
14/03/2013
1-43
1-43
1-44
1-44
1-45
1-45
15
14/03/2013
Involved with human resources by nature of their jobs Now performing some duties typically done by HR
1-46
1-46
1-47
1-47
1-48
1-48
16
14/03/2013
1-49
1-50
1-50
17
14/03/2013
1-52
18