Human Resource Management:Power Points:Chapter 1
Slide 1 - Chapter 1 STRATEGIC HUMAN RESOURCE
Chapter 1 - Strategic Human Resource
Slide 2 - What is HR all about?
What responsibilities and activities do we normally associate with Human Resources?
Slide 3 - Human Resource Management (HRM)
Utilization of individuals to achieve organizational objectives
Concern of all managers at every level
Slide 4 - HRM Functions
Slide 5 - Staffing
Process of ensuring the organization always has:
- Proper number of employees
- Employees with appropriate skills
- Employees in the right jobs at the right time
Slide 6 - Job Analysis
Systematic process of determining skills, duties, and knowledge required for performing jobs in organization
Impacts virtually every aspect of HRM
Slide 7 - Human Resource Planning
Matching internal and external supply of people with anticipated job openings over specified period of time
Sets the stage for recruitment or other HR actions
Slide 8 - Recruitment and Selection
Recruitment: Attracting individuals to apply for jobs
- Must be timely
- Applicants need appropriate qualifications
- Need sufficient number of applicants
Selection: Choosing individual best suited for a particular position and the organization
Slide 9 - Human Resource Development
HRD is a major HRM function; includes:
- Career planning
- Career development
- Organization development
- Performance management
- Performance appraisal
Slide 10 - Compensation
All rewards that individuals receive as a result of their employment
Slide 11 - Financial Compensation
Direct: Pay employee receives in form of wages, salaries, bonuses, or commissions
Indirect: Benefits employee receives
- Paid vacations, sick leave, holidays, medical insurance
Slide 12 - Nonfinancial Compensation
Satisfaction that person receives from:
- Job itself
- Psychological and/or physical environment
Slide 13 - Safety and Health
Safety: Protecting employees from injuries caused by work-related accidents
Health: Employees' freedom from illness and their general physical and mental well-being
Slide 14 - Labor Unions and Collective Bargaining
Businesses are required by law to recognize a union and bargain with it in good faith if the firm’s employees want the union to represent them.
Human resource activity with a union is often referred to as industrial relations.
Slide 15 - Internal Employee Relations
HRM activities associated with the movement of employees within the organization
Slide 16 - Interrelationships of HRM Functions
All HRM functions are interrelated
Each function affects the others
Slide 17 - Dynamic Human Resource Management Environment
Dynamic Human Resource Management Environment
Slide 18 - Dynamic Human Resource Management Environment
Slide 19 - HR’s Changing Role: Questions
Can some HR tasks be performed more efficiently by line managers or outside vendors?
Can some HR tasks be centralized or eliminated?
Can technology perform tasks that were previously done by HR personnel?
Slide 20 - Who Performs Human Resource Management Tasks?
Human resource managers
HR shared service centers
Professional employer organization (employee leasing)
Slide 21 - Human Resource Manager
Historically, the HR manager was responsible for each of the five HR functions.
Acts in advisory or staff capacity.
Works with other managers to help them deal with human resource matters.
Today, HR departments continue to get smaller.
Slide 22 - HR Outsourcing
Transfers responsibility to an external provider
- Discrete services
- Multi-process services
- Business process outsourcing (BPO)
Slide 23 - Discrete Services
Single set of high-volume repetitive functions is outsourced to a third party Typically transactional HR activities Example: 401K administration
Slide 24 - Multi-Process Services
Complete outsourcing of one or more human resource processes.
Example: Procter & Gamble outsourced training operations.
Slide 25 - Business Process Outsourcing (BPO)
Majority of HR services are transferred to third party.
Example: Whirlpool Corporation signed 10-year deal to outsource HR business.
Kraft Foods Inc. and IBM signed a multi-year BPO agreement.
Takes routine, transaction-based activities that are dispersed and consolidates them in one location
Slide 27 - Professional Employer Organization (Employee Leasing)
Company that leases employees to other businesses
- Economies of scale
- Greater job mobility for workers
- Job security through leasing company
- PEO can handle compliance requirements of programs
Slide 28 - Line Managers Performing HR Tasks
Involved with human resources by nature of their jobs
Now performing some duties typically done by HR
Slide 29 - Evolution Of Human Resource Management
Evolution Of Human Resource Management
Slide 30 - Human Resource Executives, Generalists, and Specialists
Slide 31 - Traditional Human Resource Function in Large Firm
Included separate sections.
Sections are placed under an HR manager.
Each HR function may have a supervisor and staff.
HR manager works closely with top management in formulating policy.
Slide 32 - The Evolving HR Organization
HR shared service centers
Professional employer organization
HR becoming more strategic
Slide 33 - A Possible Evolving HR Organization Example
See slide, it's not an image that can be moved.
Slide 34 - Managing Human Capital in a Borderless World
Throughout this text, cultural differences among countries will be identified as a major factor influencing global business.
Borderless world adds dramatically to the difficulty of managing human capital.
A country’s culture is the set of values, symbols, beliefs, languages, and norms that guide human behavior within the country.