OBHR Chapter 1

what is human resource management

the policies, practices and systmes that influence employess’ behavior, attitudes, and performance

what performances are included in HRM

• analysis and design work

• HR planning

• recruiting

• selection

• training and development

• compensation

• performance management

• employee relations

Analysis and design

Job and work analysis, job descriptions

recruitment and selction

recruiting, interviewing, testing

training and development

orientation, skills training, development programs, and career development

performance management

performance measures, performance appraisalsm coaching, feedback and discipline

compensation and benefits

wage and salary administration, incentive pay, insurance, vacation, retirement plans, health and wellness

employee/labor relations

surveys, employee handbooks, labor and employee law compliance, relocation and outplacement

personal policies

policy creation and communication

employee data and information systems

record keeping, Human resource management information systems (HRIS) work force analytics, social media, intranet, and internet access

legal compliance

policies to insure lawful behavior, safety inspections, accessibility accommodations, privacy policies and ethics

support for business strategy

HR planning and forecasting, talent managment, change management and organization development

strategic role of HR Function - 2 important challenges

current operations and shifting their focus to future operation strategies

shared service model

a way to organize the HR function that includes centers of expertise or excellence, service centers and business partners

self service

giving employee online access to HR information and sercies

Out sourcing

an organizations use of an outside organizations for a broad set of services

Evidence based HR

demonstrating that HR practices have positive influence on the company’s bottom line or key stakeholders including customers, employees and community shareholers

HR analytics

the practice of using data form HR databases and other data sources to make evidence Based HR decisions

Big data

information merged from a variety of sources

what are some big data sources

• hr databases

• coportate finacial statements

• employee surveys

HRM profession positions and jobs

• Chief human resoirce officer

• management development manager

• health and safety manager

• employee benefits manager

• HR manager

• mid-level labor relations manager

• campus recruiter

• entry level HRIS specilalist

• entry level compensation analyst

• entry level training specialist

What is the salary for HR positions

53,000 - 250,000

Compentencies and behaviors

• HR technical expertise and practice

• Relationship management

• Consultation

• Organizational leadership and navigation

• Communications

• Global and cultural effectiveness

• Ethical practice

• Critical evaluation

• Business acumen

Competitive challenges influencing HRM

• sustainability

• stakeholders

sustainability

referts to the companys ability to meet its needs without sacrificing the ability of future generations to meet their needs

stakeholders

various interest groups that have relationships with and whose interest are tied to the organizations

examples of stakeholders

• employees

• suppliers

• customers

• shareholders

• community

Traditonally HR positions are

highly adminstrative

HR emphasizes what educationally

professionaly trained and certified HR practitioners

What percent of HR practitioners are certified

12%

Who certifies HR people

SHRM and HRCI

What is the labor force expected to do

INCREASE by 8 million

Today, 93% of US jobs are nonagricultural wage and salary jobs; 13% are in goods producing industries; 80% in service providing industries and 1.4% in agriculture. This distribution is

not expected to change much in the next 6 years

How many job openings are expected

46.5 million

¾ job openings are results from what

the need to replace workers who retire or leave an occupation

Most new jobs added between 2019 and 2029 will be in

service providing occupations

Of the 30 fastest-growing occupations, almost half are

related occupations (such as home health-care aid, personal care aids, physicians' assistants, and nurse practitioners)

Other occupations are

energy related or in computer and information technology.

What educational skills are short in supply

STEM

Digital literacy

is the ability to interpret, create, and strategically use digital information

Knowledge workers

Employees who own intellectual means of producing a product or service

Intangible assets in HR

• human capital

• customer capital

• social capital

• intellectual capital

intangible assets

a type of company asset that includes human capital, customer capital, social capital and intellectual capital

Human capital

tacit knowledge, education, work-related know how and work-related competence

Customer capital

Customer relationships, brands, customer loyalty, distribution channels

Social capital

Corporate culture, management philosophy, management practices, informal networking systems, coaching/mentoring relationships

Intellectual capital

Patents, copyrights, trade secrets and intellectual property

intangible assets

A type of company asset that includes human capital, customer capital, social capital and intellectual capital

upskilling

is training employees to improve or expand their current skills

reskilling

is training employees to acquire new knowledge or skills

empowering

is giving the employees the responsibility and authority to make decisions

learning organization

is an organization whose employees are continuously attempting to learn new things and apply what they have learned to improve product or service quality

changed management in an organization

the adoption of a new idea or behavior by the company or firm

agility

is the companies and their employees ability to anticipate and cause change adapt to it and take specific actions to support change

employee engagement (EE)

the degree to which employees are fully involved in their work and the strength of their job and company commitment

themes of EE

• Pride in their employer

• Satisfaction with their employer

• Satisfaction with the job

• Opportunity to perform challenging work

• Recognition and positive feedback for contributions

• Personal support from the manager

• More than the minimum effort required to do the job

• Understanding the link between the job and company’s mission

• Intention to stay with the company and prospects for future growth

•

employee experience

everything that influences employees daily life both inside and outside the workplace

employees value proposition

a strategic statement that communicates the company values, how the effect employees, and how the employees experience reflects the values

talent managment

attracting retaining developing and motivation highly skilled employees and managers

nontraditional employment

• Independent contractors

• Freelancers

• On-call workers

• Temporary workers

• Contract company workers

gig economy

companies who rely on nontraditional employment to meet product and service demands

balanced scorecard looks at a company from the perspective of

• internal customers

• External customers

• Employees

• Shareholders

what is the goal of balanced scorecards

improve customer focus, improve the company’s competitiveness, emphasize teamwork reducing new product development and production times and manage for the long-term

Balanced scorecard

a means of performance measurement that gives managers both an internal and external view of the company from the view of the employees, customers and stakeholders

what do balanced scorecards focus on

different, non-traditional, critical indicators based on the strategic needs of the company

What are balanced scorecards used for

• linking HRM activities to the strategic goals

• how well is the HRM function performing to expectations using key indicators like productivity people and process

Social responsibility

Improve the company image, assists in gaining access to new markets, attracting talented employees and lower turnover

What are the tools to emphasize customer service and quality

• Total quality management

• Six Sigma

• Lean thinking

Total quality management

continuous improvement

six sigma

3.4 defects per million

lean thinking

cheaper faster and better (happier employees)

Internal labor force

current employees

external labor market

people outside the company actively seeking work

Aging workforce from 2019 to 202

• 16 to 24 years 13% to 11% of the workforce

• 25 to 54 years 64% of the workforce

• 55 and older from 23% to 25% of the workforce

generations in the workforce

• traditionalist and the silent generation

• baby boomers

• generation x

• millennials, generation y and echo boomers

• present generation z

diversification of the workforce by 2029

• white 75%

• african american 13%

• asian and other ethnicites 12%

Role of Immigration

Contributes to the diversity of the workforce with over 40 million living in the US were born in other countries

how many immigrants were in the workforce in 2018

28 million

diversity

is any dimension that differentiates one person from another

equity

Fair treatment, access, equal opportunity, and advancement for all employees, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups

inclusion

Creating an environment in which employees share a sense of belonging, mutual respect, and commitment with others so that they can perform their best work

Legal and ethical issues

• Discrimination – both sexual and racial

• Healthcare

• Immigration

• Ethics – Fundamental issues of right and wrong

To successfully manage a diverse workforce, managers must develop a new set of skills including

• Communicate effectively with employees from different cultural backgrounds

• Coach and develop employees of different ages, educational backgrounds, ethnicities, physical abilities and race

• Provide performance feedback based on objective outcomes

• Create a comfortable work environment (all inclusive)

• Recognize and respond to generational issues

competing international markets

• entering international markets

• offshoring

• reshoring

entering international markets

• Talent challenges

• Cultural challenges

• Cross-cultural training

• Different strategies required for success

offshoring

jobs that move from one country to another

reshoring

moving jobs from overseas back to the united states

competing through technology

social networking, AI, and robotics

social networking

websites and blogs that facilitate interactions between people

AI and robots

tech that can think like a human being

HRIS systen

• acquire information

• store info

• manipulate info

• analyze info

• retrieve info

• distribute info

cloud computing

infrastructure network that provides tech in a self service modifiable and on demand model

hr dashboard

• cover productivity

• absenteeism

• other critical factors tied to the companys strategy

what do high performance systems maximize

the fit between social systems and technology

what are virtual teams separated by

• time zone

• geographic

• culture

• organizational boundaries

global challeneges

• strategy alignment

• shared knowledge

• work performed by teams

• pay systems reward skills and accomplishments

• selection system is hob related and legal

• flexibility is where and when work is performed

• employee engagement is monitored

sustainability challenges

• lifetime learning

• progressive discipline

• performance management includes customer satisfaction and quality

• skills and values of a diverse workforce are valued

dimensions of HRM practices

• managing the human resource environment

• acquiring and preparing human resources

• assessment and development of HR

• compensating human resources

managing the human resource environment

• linking HRM practices to the company goals

• HRM practices are legal

• motivating work with focus on service and quality