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Human Resources
 

Human Resources

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As an introduction to the broad topic of Human Resources, this summary may provide a useful study aid and general overview.

As an introduction to the broad topic of Human Resources, this summary may provide a useful study aid and general overview.

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    Human Resources Human Resources Presentation Transcript

    • Human Resources
      By Stacey L. Vernooy
      24-Jan-11
    • Strategic HR Management Model
      1/24/2011
      S VERNOOY
      2
    • Challenges facing Organizations
      Economic
      Technological
      Demographic
      Cultural
      Legal
      1/24/2011
      S VERNOOY
      3
    • Economic challenges…
      Global Trade – NAFTA and competition for cost-effective labour and ‘brain drain’
      Productivity – the ratio of a firms outputs : inputs
      goods and services : people, capital, materials, energy
      Outsourcing – contracting tasks to outside agencies or persons
      Outplacement – assisting employees to find job with other employers
      1/24/2011
      S VERNOOY
      4
    • Technological – the way we work
      Computerization – a major technological change allowing the processing of vast amounts of data at great speeds enabling organizations to improve efficiency and responsiveness & flexibility in operations
      Telecommuting – paid labour performed at the employees home, full time or part time with assistance of PC’s modems, fax machines etc.
      Automation – the automatically controlled operation of a process, system or equipment by mechanical or electronic devices
      1/24/2011
      S VERNOOY
      5
    • Demographic…
      the education, age, geography, % participation levels that occur slowly and are usually known in advance
      1/24/2011
      S VERNOOY
      6
    • Demographic …
      Trends – factors that impact the climate of the workforce
      Increased # of Women in the Workforce
      Shift to knowledge workers
      Education Level
      Employment of Older Workers
      More Part-time, Casual, Contract and Contingent Workers
      1/24/2011
      S VERNOOY
      7
    • The division of Information workers …
      Data workers – members of mostly clerical occupations that use, transmit or manipulate symbolic info by knowledge workers
      Knowledge workers - Members of occupations that generate, process, analyze or synthesize ideas and information (scientists, engineers, management consultants)
      1/24/2011
      S VERNOOY
      8
    • Cultural
      Changes in core cultural or social values
      Work Related Attitudes
      Boomers – respect authority, team oriented
      Gen ‘X’ – prioritize life balance, self reliant
      Gen ‘Y’ – fear boredom, continue education
      1/24/2011
      S VERNOOY
      9
      • Attitudes toward Government
      • Basic assumptions of the role of government in business and society, intervention, welfare
    • Cultural …
      Ethnic Diversity
      Cultural mosaic – Canadian ideal of encouraging each ethnic, racial and social group to maintain its own cultural heritage
      MoralValues - principles that guide behaviour
      Universal
      Situational
      Subjective
      1/24/2011
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      10
    • Human Resources Objectives
      Organizational
      Short and long term goals that HR aims to achieve
      Societal
      Societal priorities (i.e.. lower pollution levels) that HR targets while settling its own objectives
      Employee
      Goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to organization
      1/24/2011
      S VERNOOY
      11
    • Strategic HR Management
      Integrating HR management strategies and systems to achieve overall mission, strategies and success while meeting ‘needs’ of employees and other shareholders
      1/24/2011
      S VERNOOY
      12
    • Strategic HR Management
      1/24/2011
      S VERNOOY
      13
    • Organizational Strategies …
      Cost Leadership – lower production costs and operating budget
      Differentiation – distinct product or unique service
      Focus – needs of a specific segment of the total market
      1/24/2011
      S VERNOOY
      14
    • The ‘future’ of business …
      1/24/2011
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      15
    • Thank You
      Questions & Comments
      Introduction and Overview
      1/24/2011
      S VERNOOY
      16
    • Human Resource Planning Job Analysis & Design
      Job analysis – systematic study of a job to discover specifications and skill requirements. Useful for wage setting, recruitment, training job simplification purposes.
      job group of related activities or duties
      position collection of tasks & responsibilities performed by an individual
      1/24/2011
      S VERNOOY
      17
    • Steps in the Job Analysis Process
      Preparation for Job Analysis
      Familiarize with the organization and the jobs
      Determine uses of job analysis
      Identify jobs to be analyzed
      Collection of Job Analysis Information
      Determine Sources of Job Data
      Data Collection instrument design
      Choice of Method for Data Collection
      Use of Job Analysis Information
      Job Description
      Job Specification
      Job Performance Standards
      Job Redesign
      Design HRIS
      Changing HR Systems i.e.. payroll
      Organizational change & Redesign Work flow
      1/24/2011
      S VERNOOY
      18
    • Human Resource Planning
      Systematically forecasts an organizations future demand
      for, and supply of employees and matches supply with
      demand.
      1/24/2011
      S VERNOOY
      19
    • Causes of Demand
      External Challenges
      Economical Developments – new factories
      Social, Political & Legal Challenges
      Technological Changes – computer automation
      Competitors
      Organizational Challenges
      Strategic Plans – identification of a firms mission and objectives and its proposals for achieving
      Budgets
      Sales, Production Forecasts
      New Ventures
      Organization and job designs
      Workforce Challenges
      Employee actions – Retirement, resignations, terminations, deaths and leaves of absence
      1/24/2011
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      20
    • Forecasting Techniques
      1/24/2011
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      21
      Expert vs.Trend vs.Other
      (Asking) vs.(Data) vs.(Predictions)
    • Human Resources Information Systems (HRIS)
      1. Relational vs. Non-Relational
      Corresponding updates, interdependent variables
      2. Referential Integrity
      Verification / qualification = error checking
      3. Breadth and Size of HRIS
      Ability to evolve, capture and correspond efficiently
      4. Types of Outputs
      Predictive modeling – benefit -- anticipated costs
      Compensation / union increases
      5. Internal software
      Consistency among industries
      6. Access to HRIS information
      Privacy vs. Delayed Decisions
      7. Security
      1/24/2011
      S VERNOOY
      22
    • Human Resource Accounting
      The process of identifying, measuring, accounting and forecasting the value of Human Resources in order to facilitate effective management.
      1/24/2011
      S VERNOOY
      23
    • Identifying the goals of the organizationCoordinating the objectives with the employees to gather commitment and dedication toward success
      1/24/2011
      S VERNOOY
      24
    • Please continue with Human Resources Step by Step
      By Stacey L. Vernooy
      1/24/2011
      S VERNOOY
      25
    • Thank you
      Questions, Comments & Concerns
      1/24/2011
      S VERNOOY
      26