Chapter 1 HR

Three important tools are used to translate strategic goals into human resource management policies and activities

1. A strategy map provides a departmental performance overview indicating how the department helps achieve the firm's strategic plan. 2. An HR scorecard is a process for assigning both financial and non-financial goals or metrics to the HR chain of activities necessary to achieve strategic goals. 3. Digital dashboards provide a computerized picture of where the firm stands on all metrics related to the HR scorecard.

Strategic Management

A strategic plan is designed to use a firm's internal strengths and weaknesses to address its external weaknesses and threats. This is often referred to as a SWOT analysis.

Albertson's Example

Albertson's Market is used to exemplify the strength of strategic HR. Working as a partner in Albertson's strategy design and implementation process, the HR team helps Albertson's achieve its strategic goals and improve performance.

Line Manager's Human Resource Responsibilities

All supervisors are responsible for aspects of HR/personnel tasks such as placement, training, controlling labor costs, protecting health and safety, and development of employees

Line and Staff Aspects of HRM

Although most firms have a human resource department with its own manager, all managers tend to get involved in activities like recruiting, interviewing, selecting, and training.

Line versus Staff Authority

Authority is the right to make decisions, to direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates and issue orders. Their subordinates are generally involved in work that directly produces or sells the company's product or service, like sales or manufacturing

Managers engage in three levels of strategic planning.

Corporate strategy -portfolio Competitive strategy - how to build S Functional strategy- identifies the basic course of actions for each dep.

HR for Entrepreneurs

Even if you plan on starting or working in a start-up, most people graduating in the next few years will either work for a small business or create a small business of their own

Improve profits and performance

Every employee can help improve profits and performance. Managers, especially, can make a difference by hiring, training, and creating an environment in which employees feel motivated to perform

Globalization

Globalization refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad. Globalization of the world economy and other trends has triggered changes in how companies organize, manage, and use their HR departments.

Line-Staff HR Cooperation

HR and line managers share responsibility for most human resource activity.

HR and Competitive Advantage

HR must be involved in creating competitive advantage - factors that allow an organization to differentiate its products or services from those of its competitors to increase market share. Connecting to and being involved in developing the firm's strategic plan will help in creating competitive advantage.

no manager wants to:

Have your employees not performing at peak capacity Hire the wrong person for the job Experience high turnover etc.

The Nature of Work

Jobs are changing due to new technological demands. Dramatic increases in productivity have allowed manufacturers to produce more with fewer employees

Service Jobs

Most newly created jobs in the U.S. are, and will continue to be, in the service sector

Human Capital

Refers to the knowledge, education, training, skills, and expertise of a firm's workers.

Technological Advances

Technology is changing everything and changes in technology itself is increasing. Facebookrecruiting is one example

Retirees

The "aging workforce" is the biggest trend impacting employers. There aren't enough younger workers to replace those retiring and as older workers leave, they also take with them significant knowledge

Organizing the HR Department's Responsibilities

The HR department provides specialized assistance such as acting as a recruiter, EEO representative, job analyst, compensation manager, training specialist, or labor relations specialist

They Add Value

The human resource function goes far beyond the transactional activities in the past to include boosting performance and profitability in measurable ways.

Offshoring

The search for greater efficiencies; developing countries and economics are prompting employers to export more jobs abroad.

Nontraditional Workers

These workers hold multiple jobs or have alternative work arrangements (like job sharing). Almost 10% of American workers (13 million) fit this description.

Workers from abroad

U.S. employers bring about 181,000 foreign workers using the H-1B visa program.

Staff managers are authorized to

assist and advise line managers in accomplishing their basic goals.

HR is now practicing

attracting, retaining and motivating the best employees available.

managers need to know about

equal opportunity, ethics, and affirmative action; employee health, and safety; and, grievances and labor relations.

The corporate HR group focuses on

giving top management advice on "top level" matters, such as explaining the personnel aspects of the company's long-term strategic plan.

The role of HR has evolved from primarily being responsible for

hiring, firing, payroll, and benefits administration to a more strategic role in employee selection, training, and promotion, as well as playing an advisory role to the organization in areas of labor relations and legal compliance

The subordinates of staff managers are

involved in work that supports the products or services, in departments like purchasing or quality control.

The HR function must ensure they understand the difference between

involvement and commitment

HR managers are expected to measure their effectiveness. They use

performance measures, or metrics, including benchmarking

HR management has evolved over the years and is now much more involved in

strategic planning

HR managers are

stuff managers

Human resource management refers to

the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company's employees.

"Generation Y"

they tend to be more family-centric or dual-centric, high-performance and high-maintenance.