Human Resource Management:Power Points:Chapter 1

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Contents

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

Five Functions

Slide 4 - HRM Functions

Hrmfunctions.jpg

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:

Training
Development
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

Promotions
Demotions
Terminations
Resignations

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

Dynamichumanresourcemanagementenvironment.jpg

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 outsourcing

HR shared service centers

Professional employer organization (employee leasing)

Line managers

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.

Slide 26 - HR Shared Service Centers (SSCs)

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

Advantages:

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

Humanresourceexecutivesgeneralistsandspecialists.jpg

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 outsourcing

HR shared service centers

Professional employer organization

Line manager

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.

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