HR Chapter 1

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*Direct handling of people is part of every ?manager's responsibility

1. Recruiters 2. Equal employment opportunity (EEO) repressentatives 3. Job Analysts 4. Compensation managers 5. Training specialists

*HR department provides these 5 specialized assistance:

-generation Y -retirees -nontraditional workers -workers from abroad

4 types of demographics trends

•Economic turmoil •Deregulation •Leveraging •Economic globalization

4 types of economic trends

-globlization -techonological advances -service jobs -the nature of work -human capital -offshoring

6 types of international trends

an HR scorecard

A process for managing employee performance and for aligning all employees with key objectives, by assigning financial and nonfinancial goals, monitoring and assessing performance, and quickly taking corrective action

generation y

As the first generation raised on e-mail, their capacity for using information technology may make them history's most high-performing employees

•Conducting job analyses •Planning labor needs and recruiting job candidates •Selecting job candidates •Orienting and training employees •Appraising performance •Managing wages and salaries •Providing incentives and benefits •Communication and managing employee relations

Functions of HRM: (8)

strategy map

Graphical tool that summarizes the chain of activities that contribute to a company's success, and so shows employees the "big picture" of how their performance contributes to achieving the company's overall strategic goals

staff managers

HR managers are usually ? managers

5-6 staff

HR team for a small compnay may contain just ? staff

Strategic Human Resource Management

In formulating HRM policies and practices, the manager's aim must be to produce the employee skills and behaviors that the company needs to achieve its strategic aims

nature of work

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

staff and line

Managers usually distinguish between what two types of authority?

line managers

Managers with line authority =

•Employee not performing at peak capacity •Hire wrong person •High turnover •Employee not doing their best •Legal issues (taken to court for discriminatory acton) •Unsafe practices •Lack of training undermining effectiveness •Unfair labor practices

Personnel mistakes include:

digital dashboards

Presents the manager with desktop graphs and charts, so he or she gets a picture of where the company has been and where it's going, in terms of each activity in the strategy map

human capital

Refers to the knowledge, education, training, skills, and expertise of a firm's workers. There is a growing need for "knowledge workers".

line managers (authority)

Responsibilities of which authority/manager: •Placement •Orientation •Training •Job performance •Controlling labor costs •Employee development •Morale •Health and safety •Cooperation •Policies and procedures

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.

1. international trends 2. demographics trends 3. economic trends

The 3 types of trends influencing HR management:

1. transactional 2. corporate 3. embedded 4. centers of expertise

The 4 new types of HR groups:

corporate strategy

The company-wide level is at the top. This strategy identifies the portfolio of business that comprise the company.

functional strategy

The department level strategy identifies the basic course of action for each department.

offshoring

The search for greater efficiencies prompts employers to export more jobs abroad;

staff managers

The subordinates of staff managers are generally involved in work that supports the products or services, in departments like purchasing or quality control.

line managers (authority)

Their subordinates are general involved in work that directly produces or sells the company's product or service, like sales or manufacturing

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.

1. a strategy map 2. an HR scorecard 3. digital dashboards

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

*To improve profits and performance *You may spend some time as an HR manager *HR for Entrepreneurs (you may end up as your own HR manager; most firms are too small to have their own HR managers) *To avoid personnel mistakes

Why is HR management important to all managers?

workers from abroad

With retirements triggering projected workforce shortfalls, many employers are hiring foreign workers for U.S. jobs. U.S. employers bring about 181,000 foreign workers using the H-1B visa program.

generation y

also called "Millennials" (born 1977-2002); As younger workers enter the workforce they are bringing with them a different set of work-related values than those of their predecessors

staff managers

are authorized to assist and advise line managers in accomplishing their basic goals.

line managers (authority)

are authorized to direct the work of subordinates and issue orders.

centers of expertise HR groups

are like specialized HR consulting firms within the company. For example, they offer specialized assistance in areas such as organizational change.

job analysts

collect and examine detailed information about job duties to prepare job descriptions

a strategic plan or SWOT analysis

designed to use a firm's internal strengths and weaknesses to address its external weaknesses and threats in order to maintain a competitive advantage.

compensation managers

develop compensation plans and handle the employee benefits program

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.

competitive strategy

identifies how to build and strengthen the business's long-term competitive position in the market place.

Equal Employment Opportunity (EEO) representatives

investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports

authority

is the right to make decisions, to direct the work of others, and to give orders

Recruiters

maintain contact within the community and publicize openings to search for qualified job applicants

1. corporate strategy 2. competitive strategy 3. functional strategy

managers engage in 3 levels of strategic planning:

staff managers

managers with staff authority =

embedded HR group

places HR professionals in departments, such as sales and production, to provide the HR assistance these departments need.

training specialists

plan, organize, and direct training activies

digital dashboards

presents the manager with desktop graphs and charts, showing a computerized picture of where the company stands on all those metrics from the HR Scorecard process.

Strategic Human Resource Management

refers to formulating and executing HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

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

globalization

refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad.

per 100 employees

there is generally about 1 HR employee per ? company employees

staff managers

they assist and advise line managers in areas like recruiting, hiring, and compensation

generation y

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

transactional HR group

uses call centers and outsourced vendors for day-to-day HR support on matters such as changing benefits plans and employee assistance programs to all the company's employees.