human resource management in organizations mn 301 – human resource management craig w. fontaine,...
TRANSCRIPT
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Human Resource Management in Organizations
MN 301 – Human Resource Management
Craig W. Fontaine, Ph.D.Pine Manor College
Fall 2014
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Types of Organizational Assets
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Human Resource (HR) Management
The design and execution of formal organizational systems (HR) such that human talent can accomplish organizational
goals
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Human Capital
Collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce
Called intellectual capital to reflect following contributions of employees Thinking
Knowledge
Creativity
Decision making
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HRM Professionals with (and thru) the Organization’s Line Managers
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Smaller Organizations and HR Management
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Core Competency
Unique capability that creates high value in which an organization excels
Differentiates an organization from its competitors
Is a key determinant of competitive advantage
HR department focus on using people as a core competency
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Where/How Employees Can be a Core Competency
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Organizational Productivity
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HR Approaches to Improving Productivity
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HRM Practices also Impacts….
Organizational effectiveness Quality Customer Service
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Organizational Culture
Shared values and beliefs in an organization
Evolves over a period of time Provides employees with rules for behavior Is constant and enduring Determines organizational climate Affects service and quality, organizational
productivity, and financial results
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HR Management Functions Influenced by following forces of external
environment Global
Environmental
Geographic
Political, social, and legal
Economic, and technological
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HR Management Functions HR strategy and planning Equal employment opportunity Staffing Talent management Rewards Employee relations
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Mix of Roles for HR Departments
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Roles of HR Management
Administrative • Clerical administration, recordkeeping, legal paperwork and
policy implementation • Major shifts - Use of technology and outsourcing
Operational and Employee Advocate
• Work with managers and supervisors• Identify and implement needed programs and policies in the
organization
Strategic • Address business realities• Focus on future business needs• Fit between human capital and business plans and needs
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Current HR Management Challenges
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Competition, Cost Pressures, and Restructuring
• Reduction in the number of existing employees. • Attract and retain employees with different
capabilities
Job Shifts
• Inadequate supply of workers with the skills needed to perform the emerging new jobs
Skill Shortages
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GlobalizationIntegration of global operations, management, and strategic alliances
Expatriate: Citizen of one country working in a second country and employed by an organization headquartered in the first countryHost-country national: Citizen of one country working in that country and employed by an organization headquartered in a second countryThird-country national: Citizen of one country working in a second country and employed by an organization headquartered in a third country
Types of global workers
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Globalization - Legal and Political Factors
Many nations function under turbulent and varied legal and political systems
Role of HR professionals Conducting comprehensive reviews of the
political environment, national culture, and employment laws before beginning operations in a country
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Challenges For Global Human Resource
Strategy
People
Complexity
Risk
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Changing Workforce
Racial/Ethnic Diversity
Gender in the Workforce
Aging Workforce
Growth in Contingent Workforce
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Advantages of Technology
Improves the efficiency of the administrative HR functions and reduces costs
Helps in strategic HR planning Supports recruitment, selection and training Contributes to organizational performance
through collection and analysis of HR-related data
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HR and Organizational Ethics
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Ethical Behavior and Organizational Culture
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Ethics and Global Differences Differences in legal, political, and cultural
values and practices in different countries Global employers must comply with both
their home-country laws and the laws of other countries
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HR’s Role in Organizational Ethics
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Examples of HR-Related Ethical Misconduct
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Sarbanes-Oxley (SOX)Act
Reduces likelihood of illegal and unethical behaviors
HR issues - Major concerns are linked to executive compensation and benefits
Requires companies to: Establish ethics codes
Develop employee complaint systems
Have anti-retaliation policies for employees who act as whistle blowers to identify wrongful actions
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HR Management Competencies
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HR Management as a Career Field
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Human Resource Certification HR professionals need knowledge in
following areas Employment regulations
Finance
Tax law
Statistics
Information systems
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HR Certifications at a Glance