Copy-of-MIDTERM-Special-Topics-in-HRM (copy)

__________________is vital for creating a productive, compliant,and positive workplace that supports bothemployee well-being and organizational success?

__________________is vital for creating a productive, compliant,and positive workplace that supports bothemployee well-being and organizational success?

HRM

It is integral to the success of any organization. It not only manages the workforce but also contributes to the strategic direction, culture, and overall health of the organization

HRM

___________that operate globally are verylikely to employ citizens of more than one country, so theyneed to understand the laws and customs that apply toemployees in those countries

Organizations

They may have to prepare managers andother personnel to take international assignments. Theyhave to adopt their human resource plans and policies todifferent settings and communicate them to its internationalwork force.

Assignments

in the 21st century HRM what are the focus of it?

Increase Productivity, provide employees with the best working condition.

21st Century approach to human resource management focuses on?

adding the value ofemployees by promoting their competences, skills,abilities, and job experience

In the 21st century, the role of Human Resources(HR) has evolved to?

more strategic and proactive in managing human capita

HR is responsible for identifying, attracting, and retaining top talent

Talent Management

HR is responsible for managing the employee experience, from recruitment to offboarding.

Employee Experience

HR is responsible for promoting diversity, equity, and inclusion in the workplace.

diversity, Equity, and Inclusion:

HR is leveraging technology to streamline processes and improve the employee experience.

technology

What are the current trends in Human Resource Management?

-increasing workplace cultural diversity
-emphasis on work and family issues, flexible time and telecommuting.
-tremendous growth of part-time and temporary employees
-dynamic upgrading of technology

most organizations begin by serving customers within a domestic marketplace. The business recruit, hires, train, and compensates employees, and these people usually come from the business owner’s local labor market

Local Market

As organizations grow, they often begin to meet demand from customers in other countries, and eventually it may become economically desirable to set up operations in foreign countries

Operations

They need to hire managers who can function in a variety of settings, give them the necessary training, and provide a compensation system that takes into account the different pay rates, tax systems, and cost of living from one country to another.

Systems

At the highest level of involvement in the global marketplace are global organizations. This type of organization needs HRM practices that encourage flexibility and are based on an in-depth knowledge of differences among countries.

Global

A global organization needs a transnational HRM system that features decision making from a global perspective, managers from many countries and ideas contributed by people from a variety of cultures.

Hrm System

Global organizations must be able to recruit, develop, retain, and use managers who can get results across national boundaries. Decisions must balance uniformity (for fairness) with flexibility (to account for

Decisions

This balance and variety of perspectives should work together to improve the quality of decision making

Culture and legal differences

The workforce is globally diverse in racial, ethnic, and gender terms.

Workforce Diversity

ratio of women in the workforce has increased significantly and will continue to be so.

Workforce Diversity

Employers are now looking for specific skills, such as the capacity to take decisions as part of the team. High performance work systems – Th

Skills Deficiency of the workforce

The need of generating a high-performance work system has changed the nature of the workforce and the technology available to an organization.

High performance work systems

who is the center of the organization?

Knowledge Workers

it occurs when an employee is given the freedom, power, trust, and encouragement to carry out job related tasks.

Employees Empowerment

Technological advances have?

-New and improved products
- Created new competitive advantages more powerful than earlier one

describes the approach of understanding the personnel needs of a company and recruiting the right people, alongside developing, and retaining those skilled employees that an organization needs to fulfil their strategy.

Talent Management

BENEFITS OF TALENT MANAGEMENT Employees Are?

Essential to providing goods Services
-The face of organization
-The source of innovation

GREAT TALENT MANAGEMENT PRACTICES what?

-Make people more satisfied
-Lead to a positive mood at work
-Make employees more engaged

is higher commitment result of what?

GREAT TALENT MANAGEMENT PRACTICES

Everyone is talent?

Only a selected groups are talent

Examples of more exclusive talent management programs

Leadership Development Program
High Potential Tracks

more exclusive talent management programs is focus on what Employee?

Selected Group of Employees

What flowchart is this

Note: from me make a acronym for that!

PADRT

Talent Management Process

This is where your HR aligns with the organization’s goals and ambitions.

Planning

is about ensuring that you are an attractive employer for the talent you need.

Attracting

Now that you have hired your new talent, it’s time to welcome them into the team and facilitate their integration.

Developing

In this stage, you implement the policies that will enable your people to perform to the best of t

Retaining

Employees may transition to a new role in the company, or leave the company, either to work somewhere else, or to retire.

Transitioning

Most workforce planning will begin with an exercise to define the skill sets needed by a company to help them achieve their objective

Talent Strategy

Once the company needs has been defined, a business can undergo recruitment to acquire the right people that will represent their brand effectively. Recruiters need to understand how to reach those candidates, to have a process for pre-screening, and to begin to interview the prospects that show promise.

Hiring the right People

A programmed of onboarding is important to ensure new employees know that they’re valued, as well helping them connect and feel at ease with both their team and organization.

Onboarding New Talent

Many of today’s employees expect their employers to support their ongoing development with in-house provision of tools, guidance, workshops, and training. This can be a factor in where employees choose to work

learning and developing

Regular conversations, check-ins and reviews with line managers are all strategies that can help ensure support for employees to progress in their career journey and build on their skills; also increasing engagement and making it more likely they’ll feel motivated to stay at the company for longer

Performance management

Competitive salaries are crucial, but today the whole package of compensation is important for talented individuals seeking their next career move. Employers who want to seek new talent and retain them, need to look at their benefits and rewards holistically, outside of the wage amount.

Benefits and reward

Planning for future steps in an employee’s journey can help them transition smoothly while limiting interruption to business operations. Whether their next step is promotion, resignation, or retirement - preparation is key

Succession Preparation

what part of your Body is my favorite?

Macarons