HR Chapter 1: Strategies, Trends & Challenges IN HR MANAGEMENT

CHRP Desingation

*CHRP (certified HR professional)* - the nationally recognized designation that recognizes individuals who have met the standards of professionals and knowledge and competence defined by the Canadian Council of HR Associations.

Ethics in HRM

*Ethics*: the fundamental principles of right and wrong - all HRM decisions should be ethical

How is technological change impacting HRM?

*HRIS* (Human Resource Information System) - a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's HR. - supports strategic decision making, help the organization avoid lawsuits, provide data for evaluating programs or policies and support HR decisions.

What is a high-performing work system?

*High Performance Work System*: - organizations that have the best possible fit between their social system and technical system - demands from customers, employees, and employers require that organizations make full use of their people's knowledge and skill

How is the labour force changing?

*Internal Labour Force*: an organization's workers. *External Labour Force*: Individuals *actively* seeking employment.

What are the responsibilities of HR departments?

*Product lines* 1) *administrative services & transactions:* requires expertise in the particular tasks 2) *a) business partner services*: developing effective HR systems that help the organization meet its goals for attracting, keeping, and developing people with the skills it needs. *b)* HR people must understand the business so they know what the business needs. 3) *Strategic partner:* for strategic ideas to be effective, the HR people must understand the business. *Specific Activities:* *1)* Establishing and administering HR policies *2* Ensuring compliance with legal requirements

Productivity improvement

*Productivity*: the relationship between an organization's outputs and inputs

What competencies do HR professionals need?

*all require interpersonal skills* 1) *Credible Activists*: Being well-respected in the organization - you can influence the positions taken by managers 2) *Cultural Steward*: Understanding the organization;s culture and helping to build and strengthen or change that culture by identifying and expressing its values through words and actions. 3) *Talent Manager/Organizational Designer*: - knows the ways that people join the organization and move to different positions within it. - must know the structure of the organization 4) *Strategy Architect*: Requires awareness of business trends and an understanding of how they might affect the business 5) *Business Allies*: Know how the business achieves its success, who its customers are, and why customers support what the company sells 6) *Operational Executors*: Carry out particular HR functions (administrative)

International Assignments

- Organizations must be prepared to send employees to other countries, and to carefully select them. - *Expatriates*: employees who take assignments in other countries (Dad!)

Employee engagement

- The extent that employees are satisfied, committed to, and prepared to support what is important to the organization. - Jobs must be designed to give employees the necessary latitude for making a variety of decisions. - Employees also need feedback to help them evaluate their success.

Compensation and Rewards

- a company that wants to provide an exceptional level of service or be exceptionally innovative might pay significantly more than competitors in order to attract and keep the best employees - organizations need systems for keeping track of each employees earnings and benefits

Psychological contract

- a description of what an employee expects to contribute in an -employment relationship and what the employer will provide in exchange for those contributions. - in exchange for top performance and working longer hours without job security, employees want companies to provide flexible work schedules, effective work environments, more control over how they accomplish work, training and development opportunities, and financial incentives based on how the organization performs.

Corporate social responsibility (CSR)

- an organization's commitment to meeting the needs of its stakeholders - *Stakeholders*: parties with an interest in the company's success

Tasks of HRM

- analyzing work and designing jobs - Workforce planning: determining how many employees with specific knowledge and skills are needed. - Recruiting: attracting potential employees - Selection: choosing employees - Training & Development: preparing employees for their jobs - Performance Management: supporting their performance - Compensation & Rewards: rewarding employees - Employee & Labour Relations: creating a positive work environment

Mergers & Acquisitions

- are sometimes hard because of *people issues* *Mergers*: two companies becoming one *Acquisitions*: one company buying another

Teamwork

- assigning work to teams is a way to increase employee responsibility and control. - the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.

Knowledge workers

- employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession (like engineers). - The reliance on knowledge workers affects organization's decisions about the kinds of people they are recruiting and selecting.

HR Qualities

- high quality employees are needed to perform many critical functions - HR (especially high quality employees) are *rare* - HR cannot be imitated - HR have no good subsitutes

What are the HR responsibilities of Supervisors and Managers?

- in large organizations, HR departments advise and support the activities of other departments - many HR activities are carried out by *supervisors and managers*

Alternative work arrangements

- methods of staffing other than the traditional hiring of full-time employees - *independent contractors*: self-employed individuals with multiple clients - *on-call workers*: persons who work for an organization when needed - *temporary workers*: employed by a temporary agency - *contract company workers*: employed directly by a company for a specific time

Flexible staffing levels:

- organization can quickly reshape and resize to meet its changing needs

The Global workforce

- organizations with international operations hire at least some of their employees in the foreign countries where they operate. - HR practices must take into consideration differences in culture and business practices.

Human Resource Management (HRM)

- practices policies, & systems that influence employees' behaviour, attitudes, and performance.

Electronics HRM (E-HRM)

- the processing and transmission of digitalized HR information, especiall using computer networking and the internet - let employees enroll in and participate in training programs online - employees can go online to select from items in a benefits package and enroll in benefits they choose. - the use of social media can expand the reach of staffing efforts to attract employees who are not necessarily looking for jobs. - due to privacy issues, e-HRM is typically set up on an *intranet*

Why do firms expand into global markets?

- to survive and prosper they must compete in international markets as well as fend off foreign competitors' attempts to gain around in Canada

how can firms maintain a high-performing work system?

- training programs - recruitment of people with new skill sets - establishment of rewards

The 3 basic standards for identifying Ethical Practices

1) HRM practices must result in the greatest good for the greatest number of people (majority) 2) HR practices must respect legal requirements 3) Managers must treat employees and customers equitably and fairly

Top 5 qualities employers are looking for

1) interpersonal skills 2) work ethic 3) initative/flexibility 4) honesty/loyalty 5) strong communication skills (verbal and written)

How can an organization show CSR?

1) minimize their environmental impact 2) provide high-quality products and services

HR dashboard

A display of a series of HR measures (HR goals, objectives, and progress towards them) - managers can look at this for an easy-to-scan review HR performance

How can supervisors and managers carry our HR activities?

By understanding the principles of communication, motivation, and other elements of human behaviour can help supervisors and managers engage and inspire the best from the organization's HR

An aging workforce

Canada;s population and its labour force are aging

Job design

Defining the way work will be performed and the tasks that a given job requires

Flexibility

Flexibility in HRM = Flexible staffing levels and work schedules

How do the Federal and Provincial Legislation ensure compliance?

Governments have many laws and regulations concerning the treatment of employees. - human rights, employment equity, employee safety and health, employee compensation and benefits, and employee privacy -HR professionals must be up to date with the changing legal landscape

Why do HR professionals need to be aware to trends in the labour force?

HR Professionals need to be aware of trends in the composition of the external labour market, because these trends affect the organization's options for creating a well-skilled, motivated internal labour force.

How to share HR information

HR employees use technology to automate much of their work in managing employee records and giving employees access to information and enrollment forms for training, benefits, and other programs

Why focus on strategy?

HRM is a *means* to support a company's *strategy* (its plan for meeting broad goals) HR professionals are strategic partners with other managers (not just administrative HR)

Why do organization want to earn a reputation as a great employer?

Organizations strive to create an employment brand that attracts top talent and a reputation as a great place to work.

Managing Performance

Performance management: the process of ensuring that employees activities and outputs match the organizations goals - Activities include: 1) specifying tasks and outcomes of a job that contribute to the organizations success 2) providing timely feedback and coaching 3) comparing the employees actual performance and behaviors over some time period with the desired performance and behaviors

Offshoring

Setting up business enterprise in another country

Analyzing & Designing Jobs

Tasks are grouped in various combinations to form jobs - grouped in a way that help the organization to form jobs

What exam must you take to become a CHRP?

The *NKE* *National Knowledge Exam*

A diverse workforce

The Canadian population continues to grow more diverse. - the more diverse your workplace or school, the more accepting you will be of diversity in other ares of life, like the friends you choose and the neighbourhoods you live in.

Outsourcing

The practice of having another company provide services

Training & Developing Employees

Training: planned effort to enable employees to learn job-related knowledge, skills. and behaviour Development: the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet the challenges of a variety of new or existing jobs - often focus on preparing employees for management responsibility

Intranet

a network that uses internet tools but limits access to authorized users in the organization.

High performance work system

an organization in which technology, organizational structure, people and processes all work together to give an organization an advantage in the competitive environment. HRM must ensure that the organization has the right kinds of people to meet the new challenges

Human Capital

an organization's employees, described in terms of their *T*raining, *R*elationships, *I*ntelligence, *I*nsight* *J*udgement and *E*xperience HRM influences the Type & Behaviour of Human Capital which leads to *organizational performance*

Evidence-based HR

collecting & using data to show that HR practices have a positive influence on the company's bottom line or key stakeholders.

Skill Defeciences of the workplace

educational differences, skill differences, etc.

Workforce planning

identifying the #s and types of employees the organization will require to meet its objectives - includes how to handle or avoid layoffs

Flexible work schedules

organizations are taking steps to provide more flexible work schedules to protect employee's free time, and to productively use employees' work time.

Establishing & Administering HR Policies

organizations depend on their HR department to establish policies related to hiring, discipline, promotions, benefits, and other activities of HRM.

How is the employment relationship changing?

organizations need to be flexible and open to change

Maintaining positive employee & labour relations

organizations often depend on HR professionals to help them identify and perform many responsibilities related to providing satisfying and engaging work environments and maintaining positive relations with employees

Why are people so valuable?

people are crucial to organizational success and the human intellectual captial of an organization's workforce provides an opportunity for substantial competitive advantage.

Recruitment & hiring employees

recruitment: the process of which the organization seeks applicants for potential employment selection: the process by which the organization attempts to identify applicants with the necessary knowledge - add new employees (external hiring) or transfer existing employees to new positions (internal hiring)

Self-service

system in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys.

Increasing levels of of education

the educational attainment of Canada's population is increasing (requiring university degrees)

The internet economy

the fast pace of change in the internet economy requires companies to continually update their skill requirements and then recruit and train people to meet those requirements

Job analysis

the process of getting detailed information about jobs