Managing Human Resources - Chapter 1& 2
Preparing Employees for International Assignments
Foreign countries must be willing to train and develop local managers to win their foreign business. Boeing brings workers from India and Poland into the US. They return home with needed knowledge in aircraft design and manufacturing.
Legal and Ethical Issues
HR managers must satisfy three basic standards for their practices to be considered ethical: *) HRM practices must result in the greatest good for the largest number of people *) Employment practices must respect basic human rights of privacy, due process, consent, and free speech *) Managers must treat employees and customers equitably and fairly
Competitiveness
" There is a competition between the company and the other companies, how they meet their customer's needs, talented, are they offer different product. Then also there is a competition within the company itself" *) How effectively an organization meets the wants and needs of customers relative to other firms that offer similar goods or services *) Refers to a company's ability to maintain and gain market share in its industry. It is related to company success.
Responsibilities of HR Departments
1) Employment and recruiting 2) Training and development (desktop and soft skills) 3) Compensation 4) Benefits 5) Employee services 6) Employee and community relations 7) Personnel records 8) Health and safety (Insurance for each employee) 9) Strategic planning (how you plan for present and future compare with the past)
Human resources (HR)
People who work in an organization. Also called personnel.
4.Strategic architect:
Recognizes business trends and their impact on the business, and develops strategies. *) you have to put in mind that your organization is not the only one in the market for example: UBT is not the only one whom offering MBA there is also other universities ,but the different in the courses and the services.
What Competencies does the HR Professionals need?
Six competencies are needed for the HR profession
Changes in Employment Expectations:
The need for companies to make rapid changes are reshaping the employment contracts. *) The psychological contract *) Alternative work arrangements
Competitive Challenges Influencing HRM
Three competitive challenges that companies now face will increase the importance of HRM practices: *) The Sustainability Challenge *) The Global Challenge *) The Technology Challenge
Competitiveness in Global markets through HRM practices
To succeed in the global market place, you must understand the culture differences and invest in human resources
Stakeholders
refer to shareholders, the community, customers, and all other parties that have an interest in seeing that the company succeeds.
Sustainability
refers to the ability of a company to survive and succeed in a dynamic competitive environment.
Outsourcing
refers to the practice of having another company provide services. *) the practice of having another company provide services to save money and spend more time on strategic business issues.
5.Business helper:
understands how the business makes money and the language of the business. *) Use business language, body language also should be use when you are talking to your manager.
Administrative services and transactions
which includes compensation, hiring, staffing.
Self-service
which means giving the employees online access to information about HR issues.
Knowledge workers
are employees who contribute to the company not through manual labor but through a specialized knowledge.
1.Credible activist:
delivers results with integrity, shares information, builds trusting relationships, taking appropriate risks. "we have to take risk in our life to get experience" Example: for taking risk changing job.
The psychological contract
describes what an employee expects to contribute and what the company will provide to the employee for these contributions.
3.Talent manager/organizational designer:
develop talent, design reward systems, and shapes the organization. *) we should shape the organization to attract employees and don't let them leave the organization and find something else. Example for reward system: appreciation
2.Cultural factor:
develops and values the culture. Example: when they do a gathering for one religion or for one nationality. *) We should respect other.
The Balanced Scorecard
gives managers the opportunity to look at the company from the viewpoint of internal and external customers, employees and shareholders.
6.Operational executor المنفذ التشغيلي
implements workplace policies, advances HR technology and administers day-to-day work.
Alternative work arrangements
include independent contractors, on-call workers, temporary workers, and contract company workers.
Strategic partner
includes contributing to the business scheme based on human capital and business capabilities.
Business partner services
includes developing effective HR systems and implement business plans
Total Quality Management (TQM)
is a company-wide effort to continuously improve the ways peoples, machines, and systems accomplish work.
Empowerment
means giving employees responsibility and authority to make decisions regarding product development or customer services.
How Do HR Departments Perform?
*) Administrative services and transactions which includes compensation, hiring, staffing. *) Business partner services includes developing effective and attractive HR systems and implement business plans, (contractors, consultants whom join the company for a short period to work in a project and once the project has done they left) and *) Strategic partner (good partner who could help you in better planning, putting guides and making for you good research and give you ideas about the other what is happing in the other organizations as no organization will reveal about there salary structure and so on) includes contributing to business scheme based on human capital and business capabilities.
What are Human Resources?
*) Anyone who works to produce goods and services, or *) The talents and energies of people who are available to an organization as potential contributors to the creation and realization of the organization's mission, vision, and goals. *) as a HR manager I shouldn't forget about the mission of the organization. he should always work accordingly. if there is an organize management who can put their energy to attain the organization mission, vision, and goals that what we call human resources.
Assessment & development of HR:
*) Create a work environment that supports employees' work and non-work activities. *) Measuring employees' performance. *) Prepare employees for future work roles and identifying employees' work interests, goals, values and other career issues.
Compensating HR:
*) Creating a pay system *) Rewarding employee contributions *) Providing employees with benefits. The positive influence of new work designs, new technology can be damaged if employees are not satisfied with the level of pay and benefits or believe that benefits are unfairly distributed.
Customer Service and Quality Emphasis:
*) Customer excellence requires attention to product and service features as well as to interactions with customers.
Acquiring & preparing HR:
*) Customer needs to decide the number and type of employees needed, Manager must be able to determine that as well as identifying current or potential employees who can successfully deliver products and services. *) Identifying HR requirements-planning-recruiting and selecting *) Training employees to have the skills needed to perform their jobs.
The Global Challenge
*) Development of Global Markets *) Competitiveness in Global markets through HRM practices *) Preparing Employees for International Assignments
HRM - Role
*) HR department role is to ensure and confirm that the organization's human resources are utilized effectively and managed properly with company policies and procedures, government legislation "rules"
Meeting Competitive Challenges Through HRM Practices
*) HRM practices that help companies deal with the four competitive challenges can be grouped into four dimensions: A. Managing the Human Resource Environment B. Acquiring and Preparing Human Resources C. Assessment and Development of Human Resources D. Compensating Human Resources
Knowledge is becoming more valuable
*) Knowledge workers *) Empowerment
The balanced scorecard should be used to:
*) Link human resource management activities to the company's business strategy. *) Evaluate the extent to which the human resource function is helping the company's meet its strategic objectives.
Human resource management
*) Process of acquiring كسب, training, developing, motivating, and appraising a sufficient quantity of qualified employees to perform necessary activities; or *) refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance. "rules not should be written only it should be put in action and practice to it can influence employee's behavior attitudes and performance" *) people practices. "group of people working together with different culture, religion, behavior and attitudes to attain organization mission, vision, and goals"
Challenges faced by HR managers, due to change in function
*) Self-service *) Outsourcing
The Sustainability Challenge
*) Sustainability *) Stakeholders
The Technology Challenge
*) Technology has reshaped the way we play, plan our lives, and where we work *) Advances in technology have
Technology has reshaped the way we play, plan our lives, and where we work
*) The overall impact of the Internet *) The Internet has created a new business model - e-commerce - in which business transactions and relationships can be conducted electronically
The strategic approach (Planning) to HRM
*) The strategic view to HRM looks at the long-term implications of human resource decisions and integrates the human resource strategy with the *) organization's overall strategy. Firms can use HRM to gain the sustainable competitive (good) advantage.
How is the HRM Function Changing?
*) Time spent on administrative tasks is decreasing. HR roles as a strategic business partner, change agent, and employee advocate are increasing. *) HR managers are challenged to shift focus from current operations to future strategies and prepare non-HR managers to develop and implement HR practices. *) Because of this shifting of the HRM role, the HR managers face two important challenges
Advances in technology have
*) changed how and where we work *) resulted in high-performance work systems *) increased the use of teams to improve customer service and product quality *) changed skill requirements *) increased working partnerships *) increased the use and availability of Human Resource Information Systems (HRIS) *) increased the use and availability of e-HRM *) increased the competitiveness in high-performance work systems
There are several changes in the economy that has effects on HR:
*) companies are spending more on security The competition for labor - affected by the availability of number and skills of persons. *) Also, skill demands for jobs are changing.
Sustainability includes the ability to:
*) provide a return to shareholders *) provide high-quality products, services, and work *) experiences for employees *) social responsibility *) Adapting to changing characteristics and *) expectations of the labor force *) Legal and ethical issues *) Effectively use of new work arrangements
Development of Global Markets
Companies that believed that their people were the greatest asset and are the key to success was translated into HRM practices, such as rewarding employee performance, promotion from within, investing in employee development
Managing the HR environment:
Create a positive environment for employees by: *) Linking practices to company objectives. *) Ensuring that HR practices obey with state and local laws. *) Designing work that motivates and satisfies the employees as well as maximizes customer services and productivity.
