Sunday, September 29, 2019
Role Clarity Through Competency Mapping
04-Oct-12 1 Human Resource Management: Overview Management Essentials â⬠¢ Management is the process of efficiently and effectively achieving the objectives of the organization with and through people. What is an Organization? Purpose Structure People Management Essentials â⬠¢ Primary Functions of Management ââ¬â Planning ââ¬â establishing goals. ââ¬â Organizing ââ¬â determining what activities need to be done. ââ¬â Leading ââ¬â assuring the right people are on the job and motivated. ââ¬â Controlling ââ¬â monitoring activities to be sure goals are met. Human Resource Management â⬠¢ process of acquiring, utilizing, improving, and preserving an organization's orkforce. â⬠¢ set of organizational activities directed at attracting, developing, and maintaining an effective workforce. All accomplished to achieve organizational objectives Human Resources Process Recruitment Orientation/ Training Human Resource Planning Performance Compensation E xternal Influences External Influences Disengagement Selection Organizational Boundaries Organizational Boundaries 04-Oct-12 2 HRM Process 1. Human Resource Planning: ââ¬â Forecasting Demand Supply and Job Analysis. 2. Staffing the Organization: ââ¬â Recruitment, Selecting, and Orientation. 3. Developing the Workforce: ââ¬â Training and Performance Appraisal. . Compensation and Benefit: ââ¬â Wages and Salaries, Incentive and Benefit Programs. Basic Functions of HRM â⬠¢ Staffing â⬠¢ Human Resource Development â⬠¢ Compensation â⬠¢ Safety and Health â⬠¢ Employee and Labor Relations Importance of HRM to an Organization â⬠¢ concerned with the ââ¬Å"peopleâ⬠dimension. ââ¬â it is both staff (support) function (assists line employees) and function of every managerââ¬â¢s job. Importance of HRM to an Organization â⬠¢ The Strategic Nature ââ¬â ââ¬â support the business strategy; â⬠¢ assist in maintaining competitive advantag e. ââ¬â determines value added to the organization; Importance of HRM to an Organization Changing Environment, Changing HR managersââ¬â¢ roles (HRM today requires a new level of sophistication): ââ¬â Jobs have become more technical and skilled. ââ¬â Employment legislation has placed new requirements on employers. ââ¬â Traditional job boundaries blurred with advent of project teams, telecommuting, etc. ââ¬â Global competition has increased demands for productivity. Human Resource: Certification Recruiter EEO coordinator Training specialist Labor relations specialist Job analyst Compensation manager HR Certification 04-Oct-12 3 ENVIRONMENTAL INFLUENCES ON HRM Recruitment Orientation/ Training Human Resource Planning Performance CompensationOrganizational Boundaries External Influences Disengagement Selection External Influences Organizational Boundaries legal considerations political parties unions shareholders society competition customers economy technology un anticipated events labor market HUMAN RESOURCE MANAGEMENT Internal Environment External Environment Marketing Operations Finance Othersâ⬠¦ legal considerations labor market society political parties unions shareholders competition customers technology economy unanticipated events Organizational Environments: Review ENVIRONMENTAL INFLUENCES ON HRM Environmental Influences on HRM â⬠¢ Legal considerations â⬠¢ Labor market Society â⬠¢ Political parties â⬠¢ Unions â⬠¢ Shareholders â⬠¢ Competition â⬠¢ Customers â⬠¢ Economy â⬠¢ Technology â⬠¢ Management Thought â⬠¢ Unanticipated events Environmental Influences on HRM â⬠¢ Legal Considerations ââ¬â Governmental Legislation; national/local. ââ¬â Laws directing employer and employee actions. â⬠¢ Labor Market ââ¬â Potential employees located within certain geographic area; always changing. ââ¬â Workforce diversity. Environmental Influences on HRM â⬠¢ Society (ethics/soc ial responsibility) ââ¬â Act ethically and responsibly, to remain acceptable to the general public. â⬠¢ Unions ââ¬â Group of employees. ââ¬â Bargain (joint decisions) with management n membersââ¬â¢ behalf. ââ¬â Third party dealing with the company. 04-Oct-12 4 Environmental Influences on HRM â⬠¢ Shareholders ââ¬â Owners. ââ¬â May challenge managementââ¬â¢s programs. â⬠¢ Competition ââ¬â In product/service and labor markets. ââ¬â Maintain supply of competent employees. Environmental Influences on HRM â⬠¢ Customers ââ¬â Employment practices not to antagonizeâ⬠¦ ââ¬â Capable workforce for quality output. â⬠¢ Economy ââ¬â Booming: difficult getting qualified workers. ââ¬â Downturn: more applicants available. ââ¬â Different economies in same country. Environmental Influences on HRM â⬠¢ HR Technology ââ¬â Innovations has led to Human Resource Information Systems (HRIS). HRIS: (Assignment ââ¬â WHA T IS HRIS? ) â⬠¢ used to obtain and track information for HR decisions: recruitment, benefits administration, safeguarding confidential information. ââ¬â Social Networking â⬠¢ Virtual community: people use internet to communicate: blogs, LinkedIn, Facebook, etc. Environmental Influences on HRM â⬠¢ Management Thought (Management practices) ââ¬â Scientific management ââ¬â Behavioral approach ââ¬â System approach (Reading Assignment) ââ¬â Contingency approach Environmental Influences on HRM â⬠¢ Unanticipated Events ââ¬â Unforeseen occurrences. ââ¬â Require tremendous amount of adjustment. CHANGING STRATEGIC ROLE OF HR 04-Oct-12 5Changing Strategic Role of HR â⬠¢ HRââ¬â¢s Changing Role: Questions â⬠¢ Can some HR tasks be performed more efficiently by line managers or outside vendors? â⬠¢ Can some HR tasks be centralized or eliminated altogether? â⬠¢ Can technology perform some of the tasks that were previously done by HR per sonnel? Changing Strategic Role of HR â⬠¢ Who is Responsible for HRM Tasks? ââ¬â Human resource managers ââ¬â HR outsourcing ââ¬â Professional employer organization (employee leasing) ââ¬â Line managers Changing Strategic Role of HR â⬠¢ Human Resource Manager ââ¬â Historically , responsible for HR functions. ââ¬â Staff capacity; support other managers on HR matters. Today, getting smaller. â⬠¢ HR Outsourcing ââ¬â Transfer of responsibility to external provider. Changing Strategic Role of HR â⬠¢ Professional Employer Organization (Employee Leasing) ââ¬â Company that leases employees to other businesses: becoming common ââ¬â Advantages: â⬠¢ Economies of scale. â⬠¢ Greater job mobility for workers. â⬠¢ Job security through leasing company. ââ¬â Disadvantage: employee loyalty. Changing Strategic Role of HR â⬠¢ Line Managers ââ¬â Involved, by nature of their jobs. ââ¬â Now performs HR specialistsââ¬â¢ job due to automation processes: â⬠¢ record keeping â⬠¢ recruitment/selection â⬠¢ performance appraisal â⬠¢ etc Questionsâ⬠¦
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