Human Resources

Bona Fide Occupational Qualification

A characteristic that is necessary, rather than preferred, for a job.

Competiveness

A company's ability to maintain and gain market share in the industry

Executive Order 11478

Government employment policies based on merit and fitness

Three OFCC components

Utilization Analysis, Goals and Timetables, and Action Steps

The two most changes in HRM

Self-Services, and Outsourcing practices

Strategic Management

A process for analyzing a company's competitive situation, Developing the company's strategic goals, and Devising a plan of action and allocation of resources that will help a company achieve its goals.

the first product line of HR as business

Administrative Services and Transaction

HR three product line as a business

Administrative services and transactions, business partner services, and Strategic partner

Strategic Human Resources Management Practices

Analysis and design of work,HR Planning, Recruiting, selection, Training and development, Compensation, performance management, and employee relations

The sustainability challenge companies should must adapt

Changing structure of the economy, skill demands for jobs are changing,and knowledge

Executive orders

Are directives issued and amended unilaterally by the President and do not require congressional approved to have the force of law

Strategies

Are effective Human Resources Management Practices

Employee and community relations

Attitude surveys, labor relations, publications, labor law compliance, discipline

Strategic Human Resource Management

Can be thought of as the pattern of planned HR activities and deployment intended to enable an organization to achieve its to goals

Strategic Partner

Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators emphasis on knowledge of HR and of the business, compensation, the market, and business strategies.

Six Competencies for the HR Profession

Credible Activist,Cultural Steward, Talent Manager/Organizational designer, Strategic Architect, Business Ally, and Operational Executor

credit activist

Deliver results with integrity,share information,build relationships, influencing others, providing candid observation, taking appropriate risks

Evidence-Based HR

Demonstrating that human resource practices have a positive influence on the company's bottom line or key stake-holders, employees, customers, community, shareholder

Evidence-Based Human Resources are to

Demonstrating that human resource practices have a positive influence. Based on statistic and facts -not intuition. Helps to justify money spent on HR program.

Goal of strategic management is to

Deploy and allocate resources in a way that gives an organization competive advantage.

Talent Manager/ organizational designer

Develop talent, design reward system, shape the organization

Business Partner services

Developing effective HR systems and helping implement business plans, talent management-emphasis on knowing the business and exercising influence problem solving, designing effective system to ensure needed competencies

Principles of Ethical Companies

Emphasize mutual benefits, employees assume responsibility for the actions of the company, sense of purpose or vision, and emphasize fairness

Cultural Steward

Facilitates change, developing and valuing the culture, and helping employees navigate the culture, find meaning in their work , manage work-life.

Scoreboard are

Financial, internal, innovation, and customers

BalanceScorecard

Give manager the opportunity to look at the company from the perspective

Self-Services changes in HRM

Giving employees online access to HR information

Three basic standards Human resources managers must satify to be considered ethical

Greatest good for the largest number of people, respect basic human rights of privacy,due process,consent, and free speech, and managers must treat employees and customers equitably and fairly.

Executive Order 11246

Prohibits government contractors from discrimination

Human resources management and competitivenes

Impact of HR on a company

Operational Executor

Implementing workplace policies, advancing HR technology,and administer day-to-day work of managing people

Sustainability Challenges

Include Social and Economic challenges, practice environmental responsibility, engage in responsible and ethical business practices

Strategic Planning

International human resources, forecasting, planning, mergers and acquisitions

Employment and recruiting

Interviewing, recruiting, testing, temporary labor coordination

Credible Activist

Most Important of the HR six competencies

Stragetic Formulation

Process of deciding company's stragetic direction by defining its mission and goals,external opportunities and threats,and Internal strenghts and weaknesses

Stragetic Implementation

Process of devising structures and allocating resources to enact a company's chosen strategy.

The sustainability challenge changes in employment expectation are

Psychological Contract, and Alternative work Arrangements

Strategic Architect

Recognize business trends and their impact on the business,Evidence-based HR, and Develop people strategies that contribute to the business strategy

Office of Federal Contract Compliance (OFCC)

Responsible for enforcing executive orders that covers companies that have Federal Government Contracts

Two phrases of Strategic Management Process

Strategic Formulation and Strategic Implementation

Competitive Challenges Influencing Human Resource Management

Sustainability, global, and technology

Sustainability

The ability of a company to survive in a dynamic competitive environment.

Human Resources Management

The policies,practices, and systems that influence employees' behavior, attitudes and performance..People practices

Outsourcing change practice

The practice of having another company provide services.

Social responsibility

To adapt to changing characteristics and expectations of the labor force, address legal and ethical issues

Business Ally

Understand how the business makes money, understand language of business

HRM function is decreasing

as new technology is used for managing employees records and allowing employees to getting information -in training, benefits, and other programs.

Administrative and Transactions

compensation, hiring and staffing- emphasis of resources efficiency and services quality

Responsibilities of HR Department

contribute to business goals and profitability. increased their areas of responsibility. responsible for outplacement, labor laws, compliance, record keeping testing, unemployment compensation, and some aspects of benefits administration

Learning Organization

embraces a culture of lifelong learning and enabling employees need to have the financial,time, and content resources