To successfully manage human resources, individuals need personal credibility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to deliver HR services.
Human resource management practices should be evidence- based, that is, based on data showing the relationship between the practice and business outcomes related to key company stakeholders (customers, shareholders, employees, community). In addition to contributing to a company’s business strategy, human resource practices are important for helping companies deal with sustainability, globalization, and technology challenges. Global challenges include entering international markets, immigration, and offshoring. Technology challenges include using new technologies to support flexible and virtual work arrangements, high-performance work systems, and developing effective e-HRM practices and human resource information systems.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
Every person, institution seeks to have a philosophy of their own. It is important for us to understand what philosophy means. These slides are prepared to give an overview of HR Philosophies.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
Top 5 steps of human resource planning processHRMC Matrix
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
It is the most sensitive among all functions of the HR department. The pay and benefits you, as an employee, receive are a yardstick of how adequately the company is willing to meet your needs. Another name of compensation administration is SALARY ADMINISTRATION..
Human Resource Management or Human Resource
Introduction, Definition, Human Resource Management Activities, Concepts and Functions of Human Resource Management..
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
Every person, institution seeks to have a philosophy of their own. It is important for us to understand what philosophy means. These slides are prepared to give an overview of HR Philosophies.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
Top 5 steps of human resource planning processHRMC Matrix
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
It is the most sensitive among all functions of the HR department. The pay and benefits you, as an employee, receive are a yardstick of how adequately the company is willing to meet your needs. Another name of compensation administration is SALARY ADMINISTRATION..
Human Resource Management or Human Resource
Introduction, Definition, Human Resource Management Activities, Concepts and Functions of Human Resource Management..
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
The Video Film Promotion-Tarpaulin Making contest is a partial requirement for Educational Technology 2 (EdTech2) for Bachelor of Secondary of Education, College of Education, Mindanao State University. The purpose of this activity is to help students develop their creativity, inquiry, research & writing ability, critical thinking, visual and media literacy. This year’s theme would be, “ Educational Technology: A Call for Sustainable Education in a Global Knowledge Society”.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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1. HUMAN RESOURCE MANAGEMENT
Presented by:
Maria Theresa P. Pelones, DM
Email: mariatheresa_pelones@yahoo.com
Website: www.pinoyalert .com
Slideshare: http://www.Slideshare.netpilmathe
2.
3. Rationale
People
Dealing with
people is one of
the most difficult
things because
people are very
complex creatures
Organization
A consciously
coordinated unit
created by groups
or society to
achieve specific
purposes
common aims
and objectives by
means of planned
and coordinated
activities
It is created by
people who
decides to work
together to attain
specific objectives
People,Organization&
Employment
Success of
individuals and
organizations are
measured by
their adaptability
to change.
Employment
means
something that
individual
does, and
combination
with shared
responsibilities
and duties.
4. SELF-ASSESSMENT
DESCRIPTION YES NO
1. I have leadership and management skills I have
developed through prior job experiences,
extracurricular activities, community services or
other non course activities
2. I have excellent communications, dispute
resolution and interpersonal skills
3. I can demonstrate an understanding of the
fundamentals of running a business and make a
profit
4. I can use spreadsheets and the World Wide Web
and I am familiar with information systems
technology
5. I can work effectively with people of different
cultural backgrounds.
6. I have expertise in more than one area of human
resource management
5. SELF-ASSESSMENT
The greater the number of YES answers, the
better prepared you are to work in an HR
department.
For questions you answered NO, you should
seek courses and experiences to change your
answer to yes- and better prepare yourself for
a career in HR.
Source:
Based on B.E.Kauffman. What Companies Want from HR Graduates,
HR Magazine, September 1994
6. OBJECTIVES
Define Human Resource Management
Discuss the relationship between HRM and
Management
Understand human resource activities
Define strategic human resource
Describe strategic approaches to human
resource management
Strategic challenges facing global HRM
8. What is human resource
management?
Managing people within
employee-employer
relationship
it seeks to strategically
integrate the interest of an
organization and its employees
Refers to the policies, practices
and systems that influences
employees behavior, attitudes
and performance
WhatisHumanResourceManagement?
9. HRM vs MANAGEMENT
• HRM is management, but management is more than HRM.
Managers love HR because they love people
Anyone can do HR
HR deals with the soft side of a business and
therefore is not accountable
HR focuses on costs, which must be controlled
HR is full of fads
HR is HR’s job
Myths that keeps HR from being a profession
WhatisHumanResourceManagement?
11. HR ACTIVITIES
Job Analysis
HR Planning or
Employment
Planning
Employment
Recruitment
Employee
Selection
Performance
Appraisal
HR Development
Activities
Career Planning
and Development
Employee
Motivation
Compensation &
Benefits
Industrial
Relations
Health & Safety
Programs
Managing
Diversity
WhatisHumanResourceManagement?
12. Job Analysis- defines job in terms of specific tasks and
responsibilities and identifies the abilities, skills and qualifications
needed to perform it successfully. The products were job description
and job specifications. Considered as significant because of its basic
starting point of HR planning and other HR activities.
HR planning or Employment Planning- process by which an
organization attempts to ensure that it has the right number of
qualified people in the right jobs at the right time.
Employment Recruitment- process of seeking and attracting a pool
of applicants from which qualified candidates for job vacancies
within an organization thru job posting, advestising and executive
search.
Employee Selection- involves choosing from the available candidates
the individual predicted to be most likely to perform successfully in
the job ( reviewing the application form, psychological testing,
employment interview, reference checking and completing medical
examination)
Performance Appraisal- concerned with determining how well
employees are doing their jobs, communicating that information to
the employees and establishing a plan for performance
improvements leading to rewards, training & development needs
and placement decisions
WhatisHumanResourceManagement?
13. Human Resource Development activities- focus on the acquisition of attitudes,
skills and knowledge (KSA) required for employees to learn how to perform their jobs.
Improve their performance prepares them for senior positions and achieve their career
goals.(training, productivity enhancement)
Career Planning and development- identification of employees career goals, future
job opportunities and personal improvement requirements and ensuring that qualified
employees are available when needed.
Employee Motivation- Concerned with why people do things and why one employee
works harder that another
Compensation- refers to the cash rewards, like base salary, bonus, incentive payments
and allowances, which employees receive for working in an organization.
Benefits – referred to as indirect or non cash compensations. They include
superannuation, life insurance, disability insurance, medical and hospital incentives, long
term sickness and accident disability insurance, annual leave, sick leave, maternity and
paternity leaves and etc. By improving the quality of work life, benefits reinforce the
attractiveness of an organization in a place of work
Industrial relations- concerned with relationship between an organization and its
employees. It includes industrial tribunals, employer association, trade unions, industrial
lawas, awards terms and conditions of work, grievance procedures, disputes settlement,
advocacy and collective bargaining
WhatisHumanResourceManagement?
14. Health and Safety Programs- help guarantee the
physical and mental well being of employees.
Organization are required to provide a safe work
environment free from physical hazards and
unhealthy conditions. Ex.Personnel Records
Managing Diversity- integrate successfully
multicultural population into the work force to
maximize the contribution of all employees represents
the challenge to HR managers.
Strategic Planning – International human
resources, forecasting, planning, mergers and
acquisitions.
WhatisHumanResourceManagement?
15. Role of HR Managers
Strategic
Partner
• HR managers being of the
management team running the
organization and contributing to
the achievement of the
organization’s objectives by
translating business
• strategy into action
Administrative
Expert
Efficiency of HR managers and the
effective management of HR
activities so that they can create
value
Employee
Champion
Requires the HR manager to be the
employees voice or management decisions
Change Agent
• A person who acts as a catalysts of change
ROLE OF
HR
MANAGERS
WhatisHumanResourceManagement?
16. Six Competencies for HR Profession
Credible Activist
• Deliver results with
integrity
• Share information
• Build trusting relationships
• Influencing
others, providing candid
observation, taking
appropriate task
Cultural Steward
• Facilitates change
• Developing and valuing
culture
• Helping employees
navigate the culture (
find meaning in their
work, manage
work/life balance and
encourage innovation
Talent Manager/
Organizational Architect
• Develop talent
• Design reward system
• Shape the organization
Strategic Architect
• Recognize business trend
and impact on the
business
• Evidence based HR
• Develop people strategies
that contribute to
business strategy
Business ally
• Understanding how the
business makes money
Operational Executor
• Implementing workplace
policies
• Advancing HR technology
• Administer day-to-day
work of managing people
WhatisHumanResourceManagement?
18. HR as a Business with 3 Product Lines
Administrative
Services and
Transactions
Business
Partner
Services
Strategic Partner
Human
Resources
1-19
WhatisHumanResourceManagement?
19. Strategic Role of the HRM Function
1-20
Time spent on administrative tasks is
decreasing.
HR roles as a strategic business
partner, change agent and employee
advocate are increasing.
WhatisHumanResourceManagement?
HR is challenged to shift focus from current operations to future strategies
and prepare non-HR managers to develop and implement HR practices.
This shift presents two challenges: (a) Self-service (b) Outsourcing
20. 1-21
Shared Service Model is a way to organize
the HR function that includes centers of
expertise or excellence, service
centers and business partners to help
control costs and improve business-
relevance and timeliness of HR practices.
Shared Service Model
WhatisHumanResourceManagement?
21. HR Playing a Strategic Role
in the Business?
1. What is HR doing to
provide value-added
services to internal
clients?
1-22
WhatisHumanResourceManagement?
2. What can HR add to the bottom line?
3. How are you measuring HR effectiveness?
4. How can we reinvest in employees?
22. Questions, cont.
5. What HR strategy will
get the business from
point A to point B?
6. What makes an
employee want to stay?
1-23
WhatisHumanResourceManagement?
7. How will we invest in HR for a better HR
department than competitors have?
8. What should we be doing to improve our
marketplace position?
9. What’s the best change to prepare for the
future?
23. How is the HRM Function Changing?
As part of its strategic role, HR can engage
in evidence-based HR.
Evidence-based HR – demonstrating
that HR practices have a positive influence
on the company’s bottom line or key
stakeholders.
1-24
WhatisHumanResourceManagement?
24. The HRM Profession
• HR salaries vary according to position,
experience, education, training, location
and firm size.
1-25
WhatisHumanResourceManagement?
The primary professional
organization for HRM is
the Society for
Human Resource
Management
(SHRM)
(www.shrm.org)
26. The Sustainability Challenge
Sustainability is the ability of a company
to survive and succeed in a dynamic
competitive environment.
Stakeholders include shareholders, the
community, customers and all other parties
that have an interest in seeing that the
company succeeds.
1-27
WhatisHumanResourceManagement?
27. The Sustainability Challenge
Sustainability includes the ability to:
deliver a return to shareholders
provide high-quality products, services and
work experiences for employees
increase value placed on intangible assets,
human capital and social responsibility
1-28
WhatisHumanResourceManagement?
adapt to changing characteristics
and expectations
of the labor force
address legal and ethical issues
effectively use new work
arrangements
28. The Global Challenge
To survive companies must deal with the
global economy, compete in and develop
global markets and prepare employees
for global assignments.
Offshoring – exporting jobs from
developed countries to less developed
countries
Onshoring – exporting jobs to rural
parts of the United States
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WhatisHumanResourceManagement?
29. Technology
Challenge The overall impact of the
Internet
The Internet has created a
new business model – e-
commerce – for conducting
business transactions and
relationships electronically.
Social networking
WhatisHumanResourceManagement?
30. The
Technology
Challenge
Advances in technology
have:
changed how and where
we work
resulted in high-
performance work
systems
increased the use of
teams to improve
customer service and
product quality
changed skill
requirements
increased working
partnerships
led to changes in
company structure and
reporting relationships
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WhatisHumanResourceManagement?
31. The Technology
Challenge
Advances in technology
have increased:
use and availability of
Human Resource
Information Systems
(HRIS)
use and availability of e-
HRM
competitiveness in high-
performance work systems
HR Dashboard Metrics
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WhatisHumanResourceManagement?
32. Summary
HR has three product lines: administrative services, business
partner services, and strategic services.
To successfully manage HR, individuals need personal
credibility, business and technology knowledge, understanding
of business strategy, and ability to deliver HR services.
HR management practices should be evidence-based.
HR practices are important for helping companies deal with
sustainability, globalization, and technology challenges.
HR managers must address global and technology challenges.
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WhatisHumanResourceManagement?
Editor's Notes
People and organization & EmploymentHow do you deal with people? Dealing with people is considered as the most difficult thins in life for they are very complex creature. They are diverse with different ethnic, culture, religious , political, moral, beliefs and values. This complexity.As managers how do you deal with complexity of your employees? How do you respond with these complexities?How do you define “ORGANIZATION”? What are your possible contributions in your organization?What common forces affects that your organization? Do these forces contributes to the total development of your organization?How does the concept of People, Organization and Employment contributes to the successful implementation of human resource management practices.Review Questions:Have you ever been a member of an organization? What makes you think it fits you into the organization?Which individual characteristics will give you competitive edge in the new business environment?How do your think your future employment will be effected by the changing nature of work?If you are looking for work, what do you expect from your employer? What do you think will your employer expects from you in return?
When you heard the word Human Resource Management, what comes into your mind? There is not one definition that can define what HRM exactly is. There is no best way to manage people and no manager has formulated how people can be nest manage.Based on the article entitled “ Human Resource Management” what conclusion can you formulate?Review Questions:What are the current challenges in managing people and how can HRM help managers overcome these problems?Where do you see the contribution of HRM in achieving organizational goals?What evidence is there to suggest that HRM makes any impact on the organization on the short term?
Any management idea used to help managers understand complexities of people at work is always based on what is already known and what has been a success or failure due to certain causes and conditions in an organizational context.Anything that could be thought of as a strength or weakness of a given firm including tangible and intangible assets ( Wemerfelt, 1984)Policies, practices and systems that influence employee’s behavior, attitudes and performance ( Noe, Hollenback, Gerhart & Wright, 2009)
1. Managers love HR because they love people -HR department are not designed to provide corporate therapy or as social or health-happiness retreats. HR professional must create the practices that make employees more competitive, not more comfortable.2.Anyone can do HR - HR Activities are based on theory and research. HR professionals must master both theory and practices.3. HR deals with the soft side of a business and therefore is not accountable -The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance.4. HR focuses on costs, which must be controlled -HR practices must create value by increasing intellectual capital within the firm, HR professionals must learn how to translate their work into financial performance.5. HR is full of fads -HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.6. HR is staffed by nice people-At times, HR practices should force vigorous debates. HR professionals should be confrontative and challenging as well as supportive.7. HR is HR’s job- HR work is an important to line managers as are finance, strategy and other business domains. HR professionals should join with managers in championing HR issues.
Figure 1.1 emphasizes that there are several important HRM practices. The strategy underlying these practices needs to be considered to maximize their influence on company performance. As the figure shows, HRM practices include analyzing and designing work, determining human resource needs (HR planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), rewarding employees (compensation), evaluating their performance (performance management), and creating a positive work environment (employee relations).
Job Analysis- defines job in terms of specific tasks and responsibilities and identifies the abilities, skills and qualifications needed to perform it successfully. The products were job description and job specifications. Considered as significant because of its basic starting point of HR planning and other HR activities.HR planning or Employment Planning- process by which an organization attempts to ensure that it has the right number of qualified people in the right jobs at the right time. Employment Recruitment- process of seeking and attracting a pool of applicants from which qualified candidates for job vacancies within an organization thru job posting, advestising and executive search.Employee Selection- involves choosing from the available candidates the individual predicted to be most likely to perform successfully in the job ( reviewing the application form, psychological testing, employment interview, reference checking and completing medical examination)Performance Appraisal- concerned with determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance improvements leading to rewards, training & development needs and placement decisionsHuman Resource Development activities- focus on the acquisition of attitudes, skills and knowledge (KSA) required for employees to learn how to perform their jobs. Improve their performance prepares them for senior positions and achieve their career goals.(training, productivity enhancement)Career Planning and development- identification of employees career goals, future job opportunities and personal improvement requirements and ensuring that qualified employees are available when needed.Employee Motivation- Concerned with why people do things and why one employee works harder that anotherCompensation- refers to the cash rewards, like base salary, bonus, incentive payments and allowances, which employees receive for working in an organization.Benefits – referred to as indirect or non cash compensations. They include superannuation, life insurance, disability insurance, medical and hospital incentives, long term sickness and accident disability insurance, annual leave, sick leave, maternity and paternity leaves and etc. By improving the quality of work life, benefits reinforce the attractiveness of an organization in a place of workIndustrial relations- concerned with relationship between an organization and its employees. It includes industrial tribunals, employer association, trade unions, industrial lawas, awards terms and conditions of work, grievance procedures, disputes settlement, advocacy and collective bargainingHealth and Safety Programs- help guarantee the physical and mental well being of employees. Organization are required to provide a safe work environment free from physical hazards and unhealthy conditions.Personnel RecordsManaging Diversity- integrate successfully multicultural population into the work force to maximize the contribution of all employees represents the challenge to HR managers.Strategic Planning – International human resources, forecasting, planning, mergers and acquisitions.
Strategic PartnerHR managers being of the management team running the organization and contributing to the achievement of the organization’s objectives by translating business strategy into actionHR manager must develop business acumen, a customer orientation and awareness of the competition to be able link business strategy to HR policies and practices. Do the nuts and bolts of HRGet rid of HR efforts that don’t add valueUnderstand the businessDevelop relationship throughout the organizationHelps the managers to become more confidence in their HR roleDevelop and ability to articulate your points of view using “ line language”Become more flexibleBecome generalists who understand the big pictureFocus on the same goalsThe three Cs: Collaboration, Cooperate and CommunicateAdministrative Expert -Efficiency of HR managers and the effective management of HR activities so that they can create value HR must be able to re-engineer HR activities using technology, rethinking and redesigning work processes and the continous improvement of all processes. Employee Champion- Requires the HR manager to be the employees voice or management decisions. HR managers must be able to relate and meet the needs of the employees. They need to become employees voice in management discussions by being fair and principled, by assuring employees voice in management discussion , by helping employees find resources that enable them to successfully perform their jobsChange Agent - A person who acts as a catalysts of change. He should lead change in the HR function and by developing problem-solving communication and influence skills. Change must transformed to dealt creatively and pragmatically with emerging challenges.
Six competencies are needed for the HR profession.1. Credible activist: delivers results with integrity, shares information, builds trusting relationships, and influences others, providing candid observation, taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helps employees navigate the culture. 3. Talent manager/organizational designer: develops talent, designs reward systems, and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business, practice evidence-based HR, and develops people strategies that contribute to the business strategy.5. Business Ally: understands how the business makes money and the language of the business.6. Operational executor: implements workplace policies, advances HR technology, and administers day-to-day work of maintaining people.
Shared service model is a way to organize the HR function that includes centers of expertise or excellence, service centers and business partners to help control costs and improve business-relevance and timeliness of HR practices. Centers of expertise or excellence include HR specialists such as staffing or training. Service centers are a central place for administration and transactional tasks such as enrolling in training programs or benefits that employees and managers can access online. Business partners are HR staff members who work with managers on strategic issues such as creating new compensation plans or development programs for preparing high–level managers.
Managers see HRM as the most important lever for companies to gain a competitive advantage over both domestic and foreign competitors. HRM practices are directly related to companies’ success in meeting competitive challenges.