Professional Documents
Culture Documents
Resource Management
03/21/15
11
Introduction to HR
The 1980s and 90s saw Human Resource
Human Resource
Management
HRM is the organizational function
03/21/15
13
03/21/15
14
03/21/15
15
redundancy
negotiation
encouraging involvement and engagement
adding value
ethics and corporate responsibility
knowledge management
change management
managing cross-cultural issues or international
HRM.
MBA BUS 601 KsM
03/21/15
16
talent management
employee wellbeing
payment and reward of employees
health and safety
disciplining individuals
dealing with grievances
dismissal
03/21/15
17
Historical HR (cont)
1932 Norris-LaGuardia Act yellow-dog contracts were unenforceable
1935 Social Security Act beginning of social welfare
1935 National Labor Relations Act prohibits employer unfair practice,
NLRB
others
Historical HR (cont)
1980s Stock option developed for high level execs
1981 Professional Air Traffic Controllers (PATCO) strike decline
of unions
Harvard Model
A large part of this section is devoted to the Harvard
03/21/15
1
18
03/21/15
1
19
Evolution of HRM
Human resource management has
03/21/15
1
20
Evolution of HRM
In 1833 the factories act stated that there
03/21/15
1
21
Evolution of HRM
In 1916 it became compulsory to have a
03/21/15
1
22
Evolution of HRM
1917-18: 1st formal personnel department created to deal
with tight labor market, high turnover, waste and
inefficiency, widespread strikes, union growth,
government intervention, takeovers
1920s: HR used to win worker cooperation, through
ensuring job security, benefits, etc.
1930-50s: Human Relations recognizes that there are
psychological and social influences to worker
satisfaction, cooperation, performance; first focus on
groups (not teams).
MBA BUS 601 KsM
03/21/15
1
23
Evolution of HRM
1960s: Work design, rather than communication and
03/21/15
1
24
Controlling
Leading
Organizing
Staffing
03/21/15
1
25
Training
Fairness
Health and
Safety
Labor Relations
Human
Resource
Management
(HRM)
Appraisal
Compensating
MBA BUS 601 KsM
03/21/15
1
26
Personnel Aspects of a
Managers Job
Conducting job analyses
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees
Appraising performance
Managing wages and salaries
Providing incentives and benefits
Communicating
Building employee commitment
03/21/15
1
27
Traditional HR
Responsibility
of HR
Focus
Staff specialists
Line managers
Employee relations
Role of HR
Transactional, change
follower and
respondents
Transformational, change
leader and initiator
Initiatives
Slow reactive,
fragmented
Fast, proactive,
integrated
Time Horizons
Short term
Control
Job Design
Key
Bureaucratic- rules,
policies, procedures
Tight division of labor,
independence,
specialization
Organic- flexible,
whatever is needed to
succeed
Broad, flexible, crosstraining
1
28
Basic HR Concepts
The bottom line of
managing: Getting
results
HR creates value by
03/21/15
1
29
Staff manager
A manager who assists and advises line
managers.
03/21/15
1
30
Line Function
Line Authority
Implied Authority
Functional Authority
Functions of
HR Managers
Staff Functions
Staff Authority
Innovator
Employee Advocacy
03/21/15
1
31
(orientation)
03/21/15
1
32
Labor Relations
Specialists
Training
Specialists
Human
Resource
Specialties
EEO
Coordinators
Job Analysts
Compensation
Managers
03/21/15
1
33
A Systems View of
Human Resource Management
1 - 34
03/21/15
1 - 35
03/21/15
1 - 36
03/21/15
03/21/15
1
37
FIGURE 12
03/21/15
1
38
FIGURE 13
Note: Length of bars represents prevalence of activity among all surveyed employers.
Source: HR MAGAZINE, BNA/Society for Human Resource Management, 2002.
Reproduced with permission via Copyright Clearance Center.
03/21/15
1
39
Technological Trends
03/21/15
1
40
FIGURE 14
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.
03/21/15
1
41
New
Responsibilities
for HR Managers
03/21/15
1
42
TABLE 11
03/21/15
1
43
03/21/15
1
44
Benefits of a HighPerformance
Generate
more job
applicants(HPWS)
Work
System
03/21/15
1
45
FIGURE 15
HR Metric*
How to Calculate It
Absence rate
100
HR expense
factor
Time to fill
HR expense
Total operating expense
Total days elapsed to fill job requisitions
Number hired
Turnover rate
100
Sources: Robert Grossman, Measuring Up, HR Magazine, January 2000, pp. 2935; Peter V. Le Blanc, Paul Mulvey, and Jude T. Rich, Improving the Return on Human Capital: New Metrics,
Compensation and Benefits Review, January/February 2000, pp. 1320; Thomas E. Murphy and Sourushe Zandvakili, Data and Metrics-Driven Approach to Human Resource Practices: Using
Customers, Employees, and Financial Metrics, Human Resource Management 39, no. 1 (Spring 2000), pp. 93105; [HR Planning, Commerce Clearing House Incorporated, July 17, 1996;] SHRM/BNA
2000 Cost Per Hire and Staffing Metrics Survey; www.shrm.org. See also, SHRM Research 2006 Strategic HR Management Survey Report, Society for Human Resource Management..
03/21/15
1
46
Measuring HRs
Contribution
The HR Scorecard
relevant organizational
outcomes of those employee
behaviors.
MBA BUS 601 KsM
03/21/15
1
47
03/21/15
1
48
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.
03/21/15
1
49
HR Certification
HR is becoming more
professionalized.
Society for Human Resource
Management (SHRM)
SHRMs Human Resource Certification
Institute (HRCI)
SPHR (senior professional in HR)
certificate
PHR (professional in HR)
certificate
MBA BUS 601 KsM
03/21/15
1
50
FIGURE 17
2004 SHRM
Learning
System
Module
Description
s
03/21/15
1
51
Managing Ethics
Ethical lapses
Sarbanes-Oxley in 2003
03/21/15
1
52
03/21/15
1
53
03/21/15
1
54
03/21/15
1
55
K E Y
T E R M S
management process
globalization
human resource
management
(HRM)
human capital
authority
line manager
staff manager
line authority
staff authority
implied authority
functional control
employee advocacy
strategy
strategic plan
metrics
HR Scorecard
outsourcing
ethics
strategic human resource
management
high-performance work
system
03/21/15
1
56