Transcript Main Heading

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© 2011 by Nelson Education Ltd.
 Review
of course outline
 Review of evaluation method
 Review of course addendum and important dates
 HR
Management undergoing significant
transition
 Moving from transactional to strategic
 Organizational HR practices affected largely
by the external environment – but also
impacted by internal factors, i.e.
Organizational culture
© 2011 by Nelson Education Ltd.
 Policies,
practices and systems that influence
an employee’s behaviour, attitude, and
performance in the attainment of
organizational goals.
© 2011 by Nelson Education Ltd.
 Process
of linking HR functions with strategic
objectives of the organization
 Goal of improving performance
 Effectiveness of HR is increased through the
use of HR Metrics
 HR Technology (HRMS) used to help with HR
Planning, for instance
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
 The
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HR issues becoming significant
Inability to maintain an HR department
Consideration to add an HR person as size
increases
 HR
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number of small businesses is increasing
and Front Line Managers
HR Staff must work with front-line managers to
help implement HR systems
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
 Organizations
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manage 4 types of assets:
Physical
Financial
Intangible
Human Capital
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Collective value of the capabilities, knowledge, skills,
life experiences, and motivation of organizational
workforce
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 Unique
capability that creates high value and
differentiates an organization from
competitors
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What opportunities does the organization create
with their human resource practices to help
create that competitive advantage?
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 Business
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Globalization
Outsourcing
Offshoring
Nearshoring
Security and terrorism
 Economic
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and Technological Changes
Occupational shifting
Workforce availability / Quality Concerns
© 2011 by Nelson Education Ltd.
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Organizational costs and restructuring
Labour
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Employee Retention
Contingent workforce growth
Technological shift / internet
Workforce demographics and diversity
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Multiculturalism – ensures citizens can keep their
identity, take pride in ancestry and have a sense
of belonging.
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Visible minorities Women
Aging workforce
© 2011 by Nelson Education Ltd.
 In
pairs, discuss the impact of contingent
work on individuals and their families.
 http://www.youtube.com/watch?v=UurnM6Q
_Pr4
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
 Utilize
technology to improve administrative
efficiency
 Most common outsourced functions
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EAP – Employee Assistance Program
Pension / retirement planning
Benefits Administration
Training
Payroll Services
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 Advocate
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Important for organization – better place to work
 Operational
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Role
Requires HR Professionals to identify and
implement needed programs and policies
Tactical in nature, i.e. legislative compliance /
job application processing
Sometimes creates conflict between HR and
front-line managers
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
 Strategic
business partner that provides an
ROI to organization
 Collaborative
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HR professionals come together to address
shared HR issues
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 Integrated
system that provides information
used by HR management, in conjunction with
other managers in decision making, i.e.
payroll, employment equity activities
 Purpose of HRMS
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Improves efficiency relative to data compilation
on employees and HR activities of those
employees
Assists with HR Planning – allows managers to
make better decisions based on actual
information
© 2011 by Nelson Education Ltd.
 Strategic
role of HR entails influencing
organizational ethics at all levels
 High ethical standards help organizations:
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Achieve strategic/profit goals
Have longer term success
 Organizational
Culture is a primary
determinant of ethical behaviour
© 2011 by Nelson Education Ltd.
© 2011 by Nelson Education Ltd.
 Generalist
– has responsibility for variety of
HR activities
 Specialist – in-depth knowledge and expertise
in limited area(s) of HR such as:
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Pensions and Benefit Advisor
Staff Recruiter
Labour Relations Officer
Training and Development Coordinator
© 2011 by Nelson Education Ltd.
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Professional associations play an integral role
in ensuring HR Professionals practice ethical
HR
Certification is an integral component of
bringing credibility to the HR Profession
Certified Human Resources Professional
(CHRP) nationally recognized professional
designation for HR professionals
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Continuing recognition of holder’s
professionalism in field
Resource – www.hrpa.ca
© 2011 by Nelson Education Ltd.
 How
has technology transformed HR?
 Why
is it important for HR to work
cooperatively with operating managers?
© 2011 by Nelson Education Ltd.
 Available
at www.zinni.nelson.com
 Read
this case study and be prepared to
answer these questions during a class
discussion
 Be
sure to use your own creative thoughts
and ideas, not a direct summary that can
be found in the case.
© 2011 by Nelson Education Ltd.
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This chapter touched on the foundational
pieces that will guide the remainder of this
course.
HR movement from traditional to strategic is
important for organizations.
HR is important to all employees – regardless
of their role in the organization.
Ethics plays an important role in HR
Management
HR Professionals in particular, must uphold
these standards.
HR Profession is guided by a set of ethics
© 2011 by Nelson Education Ltd.