Transcript Chapter 1
Chapter 1
Strategic Role of
HRM
Know HR
Critical for all managers
So you don’t make mistakes
Lawsuits
Turnover
Low productivity
High costs of mistakes
Managers achieve goals with
and through others
Management Functions
Planning
Organizing
Staffing…..HR Focus
Leading
Controlling
Line and Staff aspects of HR
Authority…the right to direct others
Line authority
Staff authority
Implied authority
Staffing Functions
Job analysis
Personnel planning
Selection, hiring, terminations
Performance appraisals
Legal compliance
Training and Development
Compensation
Safety
Labor relations
Testing
HR walks a fine line
Must assist management but still be
an advocate for employees
Look page #8 HR Org. Chart
Look Page #9 Who handles what?
HR’s Changing Role
1.
2.
3.
4.
Becoming broader
Globalization
Tech advances
Exporting jobs
by 2015 3 million jobs will move off shore
5. Nature of work
Increase in nontraditional workers
Increase need for knowledge workers
Human Capital
Service workers
Changing role cont.
6. Workforce demographics
Decreased numbers of older workers
Asian increase of 81% since 92
Hispanic increase of 8% since 92
45% working women have children under
age 3
The HR Scorecard
Measures HR contribution to the
organizations strategic direction
Measures value creation
METRICS performance measures
page 15
HR on average = .8% operating exp.
1 HR person to 100 employees
HPWS
High Performance Work Systems
HR policies and practices designed for a
particular set of strategic goals.
better at hiring, screening training,
testing etc.
New HR Proficiencies
You must:
1.
2.
3.
4.
5.
Know HR functions
Have business knowledge
Leadership
Be a great learner
Know law
Ethics and HR
HR is involved in initiation of ethical
values and Codes of Ethics
Example
Sarbanes Oxley
Erroneous financial reporting
No personal loans to execs
Execs give up stock options and bonuses in
reports are not accurate
Society of Human Resource
Management SHRM
HR Certifications
PHR
Student PHR
SPHR
Look #19 Body of knowledge covered on
certification tests
Back of book page # 685
___refers to the tendency of firms to
extend their business to new markets
abroad .
A. Exporting
B. Employment exodus
C. Globalization
Today over ____ of the U.S. workforce
is employed in producing and delivering
services not products.
½
¾
2/3
______ are being used more and more
to help contain costs. More than 13
million people in U S workforce
Human capital
Non traditional workers
Metrics
____ ____ refers to the knowledge,
education, training, skills and expertise
of a firms workers.
Non traditional workers
Human capital
Metrics
A ____ is a firm’s plan for how it will
balance its internal strengths and
weaknesses with external strengths and
opportunities.
Metrics
Strategy
Demographics
Between 1992 and 2005 Asian workers
and others will jump by just over ____
percent
90
81
35
Hispanics represent ___ of the civilian
labor force in 2005.
25%
80%
11%
Employers have to replace more and
more _____ workers
Female
Retiring
Asian
Today’s HR managers must be able to
envision how HR policies and practices
will support _____.
Higher levels of productivity
Strategic change
All above
_____ are sets of performance
measures HR uses to provide
quantitative evidence to assess
operation of their policies and practices
ROI
Turnover rates
Metrics
Median HR expenses as a proportion of
operational expense should be about
_____%
1
There is usually ___ HR staff for every
_____employees
2,100
1/100
5,5000
The _________ measures the HR
functions effectiveness and efficiency in
producing employee behaviors needed
to achieve the company’s strategic
goals
HR metric system
HRPW
HR Scorecard