MGT 3070 Ch 1

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. For the systems to be effective, HR people must understand the business so they can understand what the business needs.

for human resource practices to be considered ethical, they must satisfy the three basic standards

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

Administrative services and transactions

Handling administrative tasks (for example, hiring employees and answering questions about benefits) efficiently and with a commitment to quality. This requires expertise in the particular tasks.

role of supervisors in human resource management.

Help analyze work. Interview job candidates and participate in selection decisions. Provide employee training. Conduct performance appraisals. Recommend pay increases. Represent the company to their employees.

Competencies for HR Professionals

- HR Expertise and Practice- - Relationship Management - Consultation - Organizational Leadership - Communications - Global and Cultural Effectiveness - Ethical Practice - Critical Evaluation - Business Acumen

responsibilities of HR departments

-Analysis and design of work -Recruitment and selection -Training and development -Performance management -Planning and administering Pay and benefits -Maintaining positive employee relations -Establishing and AdministeringPersonnel policies -Managing and using human resource data/ Employee data and information systems -Compliance with laws -Support the organizations strategy

Top Qualities Employers Look For in Employees

1. Teamwork skills 2. Decision making, problem solving 3. Planning, prioritizing tasks 4. Verbal communication skills 5.Gathering/processing information

Talent Management

a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers

development

the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands

critical evaluation

the interpretation of information needed for making business decisions. Behaviors include gathering relevant data, applying statistical knowledge to understand the data, and finding root causes of problems.

communication

the skills needed to exchange information with others inside and outside the organization. Behavior examples include expressing information clearly, providing constructive feedback, and listening effectively.

Workforce Analytics

the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals

Human resource expertise

understanding and carrying out the functions of human resource management. These behaviors include using HR technology, applying policies and procedures, and keeping up-to-date on HR laws.

business acumen

understanding how information can be used to support the organization's strategy. Behaviors include gaining and applying knowledge of business principles and how HR functions relate to business success.

global and cultural effectiveness

valuing and considering various people's perspectives. Behaviors include acquiring knowledge of other cultures, resolving conflicts, and supporting inclusiveness so that all can contribute to their fullest.

consultation

ways HR employees guide others in the organization. They do this through behaviors such as coaching, gathering data to support business decisions, and especially at a senior level, designing solutions in support of business strategy.

high performance work system

an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment

Sustainability

an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community - meet their needs by minimizing their environmental impact, providing high-quality products and services, ensuring workplace safety, offering fair compensation, and delivering an adequate return to investors.

ethical practice

applying integrity, accountability, and other core values. Examples include maintaining confidentiality, rewarding ethical behavior, and responding to reports of unethical conduct.

evidence-based HR

collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders

Leadership and Navigation

directing the organization's processes and programs. Depending on one's level in the organization, the necessary behaviors would include behaving consistently with the organization's culture, encouraging people to collaborate, or setting a vision for the HR function or entire organization.

Human Resource Planning

identifying the numbers and types of employees the organization will require to meet its objectives

successful companies act according to four principles:

in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. employees assume responsibility for the actions of the company. sense of purpose or vision that employees value and use in their day-to-day work fairness; that is, another person's interests count as much as their own.

relationship management

involves handling the personal interactions necessary for providing services and supporting the organization's goals. Behaviors include treating employees respectfully, building trust, and providing great customer service to those served by HR functions.

typical careers in human resource management.

Careers may involve specialized work (e.g., recruiting, training, or labor relations). Others may be generalists, performing a range of activities. A college degree in business or social sciences usually is required. People skills must be balanced with attention to details of law and knowledge of business.

Strategic partner

Contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage.