Transcript Chapter 1

Chapter 1
Strategic Role of
HRM
Know HR
Critical for all managers
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So you don’t make mistakes
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Lawsuits
Turnover
Low productivity
High costs of mistakes
Managers achieve goals with
and through others
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Management Functions
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Planning
Organizing
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Staffing…..HR Focus
Leading
Controlling
Line and Staff aspects of HR
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Authority…the right to direct others
Line authority
Staff authority
Implied authority
Staffing Functions
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Job analysis
Personnel planning
Selection, hiring, terminations
Performance appraisals
Legal compliance
Training and Development
Compensation
Safety
Labor relations
Testing
HR walks a fine line
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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
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Becoming broader
Globalization
Tech advances
Exporting jobs
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by 2015 3 million jobs will move off shore
5. Nature of work
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Increase in nontraditional workers
Increase need for knowledge workers
Human Capital
Service workers
Changing role cont.
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6. Workforce demographics
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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
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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
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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
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You must:
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Know HR functions
Have business knowledge
Leadership
Be a great learner
Know law
Ethics and HR
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HR is involved in initiation of ethical
values and Codes of Ethics
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Example
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Sarbanes Oxley
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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
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HR Certifications
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PHR
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Student PHR
SPHR
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Look #19 Body of knowledge covered on
certification tests
Back of book page # 685
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___refers to the tendency of firms to
extend their business to new markets
abroad .
A. Exporting
B. Employment exodus
C. Globalization
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Today over ____ of the U.S. workforce
is employed in producing and delivering
services not products.
½
¾
2/3
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______ 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
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____ ____ refers to the knowledge,
education, training, skills and expertise
of a firms workers.
Non traditional workers
Human capital
Metrics
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A ____ is a firm’s plan for how it will
balance its internal strengths and
weaknesses with external strengths and
opportunities.
Metrics
Strategy
Demographics
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Between 1992 and 2005 Asian workers
and others will jump by just over ____
percent
90
81
35
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Hispanics represent ___ of the civilian
labor force in 2005.
25%
80%
11%
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Employers have to replace more and
more _____ workers
Female
Retiring
Asian
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Today’s HR managers must be able to
envision how HR policies and practices
will support _____.
Higher levels of productivity
Strategic change
All above
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_____ are sets of performance
measures HR uses to provide
quantitative evidence to assess
operation of their policies and practices
ROI
Turnover rates
Metrics
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Median HR expenses as a proportion of
operational expense should be about
_____%
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1
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There is usually ___ HR staff for every
_____employees
2,100
1/100
5,5000
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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