Hrm 381 chapter 1 intro to hr
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This document provides an overview of key topics in human resource (HR) management. It discusses the importance of elevating HR to a position of power within organizations. It outlines the seven main categories of HR activities, including strategic HR management, staffing, compensation and benefits. It also examines the major challenges facing HR, such as globalization, workforce trends, and organizational costs. The roles of HR are transforming from administrative to more strategic functions. HR technology and ethics in HR management are also addressed.
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Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
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- While most directors believe the board has the right skills, boards receive lower marks for processes like evaluating individual directors, providing feedback, and removing underperforming members.
- Female directors tended to rate board effectiveness, dynamics, and the qualifications of other directors more negatively than male directors.
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Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
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By Richard D. Johnson and Hal G. Gueutal
SHRM Foundation’s Effective
Practice Guidelines Series
Sponsored by
ADP
The Use of E-HR and HRIS
in Organizations
Transforming HR
Through Technology
This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor
the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a
competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and inter-
pretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encour-
aged to seek legal counsel regarding specific policies and practices in their organizations.
This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations,
conclusions and recommendations in.
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Hrm 381 chapter 1 intro to hr
- 1. Chapter 1 Jack Welch- Winning “ Elevate HR to a position of power and primacy in the organization, and make sure HR people have the special qualities to help managers build leaders and careers. In fact, the best HR types are pastors and parents in the same package.” “ The head of human resources at any company should be at least as important as the CFO.”
- 9. Source: HR Department Benchmarks and Analysis Survey 2004 (Washington, DC: Bureau of National Affairs, 2004), 21. To purchase this publication and find out more about other BNA HR solutions visit http://hrcenter.bna.com or call 800-372-1033. Used with permission.
- 15. Issues of Greatest Concern Small Businesses Large piece of economic sector Larger piece of job creation in U.S. When do we need an HR person? (80-100 employees) Compliance with Government Regulations Shortage of Qualified Workers Increasing Costs of Benefits Rising Taxes
- 17. 1– Human Capital The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. Core Competency A unique capability that creates high value and differentiates an organization from its competition.
- 20. 1– FIGURE 1–6 Fastest Growth in Job Changes to 2016 Source: U.S. Bureau of Labor Statistics, www.bls.gov.
- 21. 1– FIGURE 1–6 Fastest Growth in Job Changes to 2016 Source: U.S. Bureau of Labor Statistics, www.bls.gov.
- 26. Note: Example percentages are based on various surveys.
- 33. © 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part. 1– FIGURE 1–4 Business Ethics and HR Management Consequences
- 34. © 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part. 1– Ethics Program Elements Written code of ethics and standards of conduct Employee training on ethical behaviors Advice to employees on ethical situations Confidential reporting of ethical problems
- 36. © 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part. 1– FIGURE 1–5 Examples of HR-Related Ethical Misconduct Activities
- 41. Source: HR Department Benchmarks and Analysis 2004 (Washington, DC: Bureau of National Affairs, 2004), 119. To purchase this publication and find out more about other BNA HR solutions visit http://hrcenter.bna.com or call 800-372-1033. Used with permission.
- 42. The Human Resource Certification Institute offers three types of professional certifications for HR generalists. Details on these certifications are available from the Human Resources Certification Institute, www.hrci.org.