(1)changing nature of human resource managemen

8/8/2019 (1)Changing Nature of Human Resource Managemen

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Changing Nature of HumanChanging Nature of Human

Resource ManagementResource Management

Session 1Session 1


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Learning ObjectivesLearning Objectives

After you have read this chapter, you shouldbe able to:

Define HR management and explain why

managers and HR staff must work together. List and define the seven categories of of HR

activities.

Identify three challenges facing HR today.

Describe the four roles of HR management.

Discuss why ethical issues affect HR

management.


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Nature of Human ResourceNature of Human Resource

ManagementManagementy Human Resource Management

The design of formal systems in an organization

to ensure effective and efficient use of human

talent to accomplish organizational goals.yWho Is an HR Manager?

In the course carrying out their duties, every

operating manager is, in essence, an HR

manager.

HR specialists design processes and systems

that operating managers help implement.


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Typical Division of HR ResponsibilitiesTypical Division of HR Responsibilities

y HR Unit Develops legal, effective

interviewing techniques

Trains managers in

conducting selection

interviews

Conducts interviews and

testing

Sends top three applicants

to managers for final review

Checks references

Does final interviewing and

hiring for certain job

classifications

y Managers Advise HR of job openings

Decide whether to do own

final interviewing

Receive interview training

from HR unit

Do final interviewing and

hiring where appropriate

Review reference

information

Provide feedback to HR unit

on hiring/rejection decisions

Figure 11


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HR ActivitiesHR Activities

y HR Planning and Analysis

y Equal Employment Opportunity

y Staffing

y HR Development

y Compensation and Benefits

y Health, Safety, and Security

y Employee and Labor/Management Relations


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HR ManagementHR Management

ActivitiesActivities

Figure 12


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HR Management ChallengesHR Management Challenges

y Economic andTechnological Changes

Shift in jobs for manufacturing and agriculture

to service industries and telecommunications.

Pressures of global competition causing firms toadapt by lowering costs and increasing

productivity.

Growth of information technology (Internet).


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yWorkforce Availability and Quality

Inadequate supply of workers with needed skills

for knowledge jobs

Education of workers in basic skillsy Growth in ContingentWorkforce

Increases in temporary workers, independent

contractors, leased employees, and part-timers

caused by:

x Need for flexibility in staffing levels

x Increased difficulty in firing regular employees.

x

Reduced legal liability from contract employees


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y Demographics and Diversity Issues

More diversity of race, gender, age, and ethnicity

in the workforce

y BalancingWork and Family Dual-career couples

Single-parent households

Decline in the traditional family Working mothers and family/childcare


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y Organizational Restructuring, Mergers, and

Acquisitions

Right-sizingeliminating of layers of

management, closing facilities, merging withother organizations, and outplacing workers

x Intended results are flatter organizations, increases in

productivity, quality, service and lower costs.

x Costs are survivor mentality, loss of employee loyalty,and turnover of valuable employees.

HR managers must work toward ensuring

cultural compatibility in mergers.


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Different Roles for HR ManagementDifferent Roles for HR Management

Figure 15


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HR Management RolesHR Management Roles

y Administrative Role Clerical and administrative support operations

(e.g., payroll and benefits work)

y

Employee Advocate Role Champion for employee concerns

x Employee crisis management

x Responding to employee complaints

y Operational Role

Identification and implementation of HR

programs and policiesEEO, hiring, training, and

other activities that support the organization.


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How HR Spends ItsTimeHow HR Spends ItsTime

Figure 16

Source: Adapted from How Much Time Should Your HR staff Spend on

Recruiting? Human Resources Department Management Report, June 2000, p.

6.


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Strategic Role for HRStrategic Role for HR

y HR becomes a strategic business partnerby:

Focusing on developing HR programs that

enhance organizational performance .. Participating in decision making on mergers,

acquisitions, and downsizing.

Redesigning organizations and work processes

Accounting and documenting the financialresults of HR activities.


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Overview of HR Management RolesOverview of HR Management Roles

Figure 17


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Ethics and HREthics and HR

yWhat is Ethical Behavior? What ought to be done.

Dimensions of decisions about ethical issues in

management:x Extended consequences

x Multiple alternatives

x Mixed outcomes

x Uncertain consequencesx Personal effects


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Ethics and HR (contd)Ethics and HR (contd)

y Responding to Ethical Situations Guided by values and personal behavior codes

that include:

x Does response meet all applicable laws, regulations,

and government codes?

x Does response comply with all organizational

standards of ethical behavior?

x Does response pass the test of professional standards

for ethical behavior?


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Ethical Issues in ManagementEthical Issues in Management

y Most Common Forms of Unethical Conduct Lying to supervisors

Employee drug use or alcohol abuse

Falsification of records

y International Ethical Issues

Gift giving and bribery

Discrimination in hiring and treatment

y

Addressing Ethical Issues Code of ethics

Training managers and employees


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HR Management Competencies andHR Management Competencies and

CareersCareersy HR Generalist

A person with responsibility for performing a

variety of HR activities.

y

HR Specialist A person with in-depth knowledge and

expertise in a limited area of HR.

y Important HR Capabilities:

Knowledge of business and organization

Influence and change management

Specific HR knowledge and expertise


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Thank You !!!

(1)changing nature of human resource managemen

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