0
Chapter 1: The Strategic Role of
Human Resources Management

The Strategic Role of Human Resources Management | 1-1

Copyr...
Learning Outcomes

• DESCRIBE the two categories of activities
required of HR managers and DISCUSS
examples of each.

The ...
Learning Outcomes

• DESCRIBE the three stages in the
evolution of HRM.
• EXPLAIN how HRM has changed over
recent years to...
The Strategic Role of Human
Resources Management
• the management of people in
organizations to drive successful
organizat...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

The Strategic Role of Human
Resources Management

The ...
A Brief History of HRM
Scientific Management

concern for production

•

scientifically analyzing manufacturing
processes ...
Human Resources Movement:
Evolutionary Phases
Phase 1 - early 1900’s

personnel administration

•

hiring, firing, payroll...
Human Resources Movement:
Evolutionary Phases
Phase 3 – 1960’s to 1980’s

• human resources management

• emphasis on cont...
Human Resources Movement:
Evolutionary Phases
Phase 4 – 1990’s to present

• every line manager must posses basic HR
skill...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

New HRM Competencies

continued
The Strategic Role of ...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

New HRM Competencies

continued
The Strategic Role of ...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

New HRM Competencies

The Strategic Role of Human Reso...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

New HRM Competencies

The Strategic Role of Human Reso...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

New HRM Competencies

The Strategic Role of Human Reso...
Measuring the Value of HR:
Metrics
Traditional Measures

• focused on activity and cost
•
•

number of candidates intervie...
Measuring the Value of HR:
Metrics
• focus on
productivity, quality, sales, market
share, and profits
• balanced scorecard...
Environmental Influences on
HRM
Internal Influences

• Economic conditions

• Organizational culture

• Labour market issu...
External Influences:
Economic Conditions
• employment levels
• growth of the primary, secondary, and
tertiary (service) se...
External Influences:
Labour Market Issues

• generational differences:
•
•
•
•

Traditionalists (pre-1946)
Baby Boomers (1...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

Generational Differences

The Strategic Role of Human ...
External Influences:
Labour Market Issues

• increased non-standard or contingent
workers
•
•
•
•

part-time
term/temporar...
External Influences: Technology

• concerns over data control, accuracy, right
to privacy, and ethics

• computerized moni...
External Influences: Government

•
•
•
•
•

human rights
employment standards
labour relations
occupational health and saf...
External Influences: Globalization
•
•
•
•

firms extend business operations abroad
emergence of one world economy
increas...
External Influences: Environmental
Concerns
Topics of increasing importance:
• sustainability
• global warming

• pollutio...
Internal Influences:
Organizational Culture
• core values, beliefs and assumptions

• positive culture is desired

The Str...
Internal Influences:
Organizational Climate
• prevailing atmosphere in an organization

• influenced by leadership, HR
pol...
Internal Influences:
Management Practices
• bureaucratic organizations being replaced
with flatter structures
Copyright © ...
Growing Professionalism in HRM
Characteristics of a profession:
• A common body of knowledge
• Performance standards
• Ext...
continued
The Strategic Role of Human Resources Management | 1-30

reserved.
Copyright © 2014 Pearson Canada Inc. All righ...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

Certified Human Resources
Professional (CHRP)

The Str...
reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

Professional HR Designations

The Strategic Role of Hu...
Upcoming SlideShare
Loading in...5
×

Chapter 01 dessler 12-ce_ppt_ch01

872

Published on

Published in: Business, Career
0 Comments
4 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
872
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
57
Comments
0
Likes
4
Embeds 0
No embeds

No notes for slide

Transcript of "Chapter 01 dessler 12-ce_ppt_ch01"

  1. 1. Chapter 1: The Strategic Role of Human Resources Management The Strategic Role of Human Resources Management | 1-1 Copyright © 2014 Pearson Canada Inc. All rights reserved. Dessler, Chhinzer, Cole Human Resources Management in Canada Canadian Twelfth Edition
  2. 2. Learning Outcomes • DESCRIBE the two categories of activities required of HR managers and DISCUSS examples of each. The Strategic Role of Human Resources Management | 1-2 Copyright © 2014 Pearson Canada Inc. All rights reserved. • DEFINE human resources management and ANALYZE the strategic significance of human resources management.
  3. 3. Learning Outcomes • DESCRIBE the three stages in the evolution of HRM. • EXPLAIN how HRM has changed over recent years to include a higher-level advisory role. The Strategic Role of Human Resources Management | 1-3 Copyright © 2014 Pearson Canada Inc. All rights reserved. • DISCUSS the internal and external environmental factors affecting human resources management policies and practices and EXPLAIN their impact.
  4. 4. The Strategic Role of Human Resources Management • the management of people in organizations to drive successful organizational performance and achievement of organization’s strategic goals Human Capital • the knowledge, education, training, skills, and expertise of an organization’s workforce The Strategic Role of Human Resources Management | 1-4 Copyright © 2014 Pearson Canada Inc. All rights reserved. Human Resources Management (HRM)
  5. 5. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved The Strategic Role of Human Resources Management The Strategic Role of Human Resources Management | 1-5
  6. 6. A Brief History of HRM Scientific Management concern for production • scientifically analyzing manufacturing processes to reduce costs and compensating employees based on performance Human Resources Movement • concern for people and productivity The Strategic Role of Human Resources Management | 1-6 Copyright © 2014 Pearson Canada Inc. All rights reserved. •
  7. 7. Human Resources Movement: Evolutionary Phases Phase 1 - early 1900’s personnel administration • hiring, firing, payroll/benefits processing Phase 2 – 1930’s to 1950’s • union liaison, compliance with new laws • orientation, performance appraisal, employee relations The Strategic Role of Human Resources Management | 1-7 Copyright © 2014 Pearson Canada Inc. All rights reserved. •
  8. 8. Human Resources Movement: Evolutionary Phases Phase 3 – 1960’s to 1980’s • human resources management • emphasis on contribution and proactive management of people The Strategic Role of Human Resources Management | 1-8 Copyright © 2014 Pearson Canada Inc. All rights reserved. • outsourcing of many administrative functions
  9. 9. Human Resources Movement: Evolutionary Phases Phase 4 – 1990’s to present • every line manager must posses basic HR skills • new roles: activist, change steward, talent manager/organizational designer, operational executor and business ally The Strategic Role of Human Resources Management | 1-9 Copyright © 2014 Pearson Canada Inc. All rights reserved. • help achieve strategic objectives
  10. 10. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved New HRM Competencies continued The Strategic Role of Human Resources Management | 1-10
  11. 11. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved New HRM Competencies continued The Strategic Role of Human Resources Management | 1-11
  12. 12. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved New HRM Competencies The Strategic Role of Human Resources Management | 1-12
  13. 13. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved New HRM Competencies The Strategic Role of Human Resources Management | 1-13
  14. 14. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved New HRM Competencies The Strategic Role of Human Resources Management | 1-14
  15. 15. Measuring the Value of HR: Metrics Traditional Measures • focused on activity and cost • • number of candidates interviewed cost per hire The Strategic Role of Human Resources Management | 1-15 Copyright © 2014 Pearson Canada Inc. All rights reserved. • for example:
  16. 16. Measuring the Value of HR: Metrics • focus on productivity, quality, sales, market share, and profits • balanced scorecard • a measurement system that translates organization’s strategy into a comprehensive set of financial and operational performance measures The Strategic Role of Human Resources Management | 1-16 Copyright © 2014 Pearson Canada Inc. All rights reserved. Today’s Measures
  17. 17. Environmental Influences on HRM Internal Influences • Economic conditions • Organizational culture • Labour market issues • Organizational climate • Technology • Management practices • Government • Globalization • Environmental concerns The Strategic Role of Human Resources Management | 1-17 Copyright © 2014 Pearson Canada Inc. All rights reserved. External Influences
  18. 18. External Influences: Economic Conditions • employment levels • growth of the primary, secondary, and tertiary (service) sectors The Strategic Role of Human Resources Management | 1-18 Copyright © 2014 Pearson Canada Inc. All rights reserved. • productivity levels
  19. 19. External Influences: Labour Market Issues • generational differences: • • • • Traditionalists (pre-1946) Baby Boomers (1946 to 1964) Generation X (1965 to 1980) Generation Y (1981 to present) The Strategic Role of Human Resources Management | 1-19 Copyright © 2014 Pearson Canada Inc. All rights reserved. • increasing workforce diversity: visible and ethnic minorities; women; Aboriginal population; people with disabilities
  20. 20. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Generational Differences The Strategic Role of Human Resources Management | 1-20
  21. 21. External Influences: Labour Market Issues • increased non-standard or contingent workers • • • • part-time term/temporary/standby home self-employed The Strategic Role of Human Resources Management | 1-21 Copyright © 2014 Pearson Canada Inc. All rights reserved. • higher overall level of education, however higher level of functional illiteracy
  22. 22. External Influences: Technology • concerns over data control, accuracy, right to privacy, and ethics • computerized monitoring of e-mail, voice mail, telephone conversations, computer usage, and behaviour The Strategic Role of Human Resources Management | 1-22 Copyright © 2014 Pearson Canada Inc. All rights reserved. • new technologies: Twitter, Facebook, videoconferencing
  23. 23. External Influences: Government • • • • • human rights employment standards labour relations occupational health and safety workers’ compensation The Strategic Role of Human Resources Management | 1-23 Copyright © 2014 Pearson Canada Inc. All rights reserved. Ensure policies and practices comply with new and changing laws covering:
  24. 24. External Influences: Globalization • • • • firms extend business operations abroad emergence of one world economy increased international competition multinational corporations: conduct business around the world, seek cheap skilled labour HR professionals must become familiar with employment legislation in other countries and manage ethical dilemmas. The Strategic Role of Human Resources Management | 1-24 Copyright © 2014 Pearson Canada Inc. All rights reserved. Global trends:
  25. 25. External Influences: Environmental Concerns Topics of increasing importance: • sustainability • global warming • pollution • carbon footprints • extinction of wildlife species • ecosystem fragility The Strategic Role of Human Resources Management | 1-25 Copyright © 2014 Pearson Canada Inc. All rights reserved. • climate change
  26. 26. Internal Influences: Organizational Culture • core values, beliefs and assumptions • positive culture is desired The Strategic Role of Human Resources Management | 1-26 Copyright © 2014 Pearson Canada Inc. All rights reserved. • often conveyed through an organization’s mission statement
  27. 27. Internal Influences: Organizational Climate • prevailing atmosphere in an organization • influenced by leadership, HR polices, communication style The Strategic Role of Human Resources Management | 1-27 Copyright © 2014 Pearson Canada Inc. All rights reserved. • friendly/unfriendly, open/secretive, rigid/fl exible, innovative/stagnant
  28. 28. Internal Influences: Management Practices • bureaucratic organizations being replaced with flatter structures Copyright © 2014 Pearson Canada Inc. All rights reserved. • increased employee empowerment The Strategic Role of Human Resources Management | 1-28
  29. 29. Growing Professionalism in HRM Characteristics of a profession: • A common body of knowledge • Performance standards • External perception as a professional • Code of ethics • Required training credentials • Ongoing skill development • Maintenance of professional competence The Strategic Role of Human Resources Management | 1-29 Copyright © 2014 Pearson Canada Inc. All rights reserved. • Professional association
  30. 30. continued The Strategic Role of Human Resources Management | 1-30 reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Certified Human Resources Professional (CHRP)
  31. 31. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Certified Human Resources Professional (CHRP) The Strategic Role of Human Resources Management | 1-31
  32. 32. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Professional HR Designations The Strategic Role of Human Resources Management | 1-32
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×