HR Introduction, Strategy, Philosophy

I. History

1. Societal Demands

2. Organized Labor

3. Education Levels

4. Size and Complexity of Organizations

5. Changing Social Values6. Changing Technology7. Changing Government

Regulations8. Changing Economic Conditions9. Changing Management Thought

II. Function of HR

1. Organizational Effectiveness=f(C+RM+L)

2. CFOs “increasingly recognizing human capital as a business asset: one that must be MEASURED and managed as much as other assets.”

- DATAR quote……

3. What are some of the goals/outcomes you are striving for in HR (not programs)?

- Attract qualified people- Productivity - Fit- Attendance - Turnover- Retention - Succession- Satisfaction - Well Being

4. How do we achieve these outcomes?

- By getting a good match between the individual/employee (Abilities and Motivation) and the organization/job (Requirements and Rewards).

- HR activities->Match->Company/HR Objectives->Organizational Effectiveness

III. Strategic HR

1. Gain Competitive Advantage Through Human Capital!

2. Use SWOT – e.g. S=comp program W= weak skills O= outsource T = tight labor market

3. “Competitive Advantage Through People” by Jeffrey Pfeffer. 16 characteristics of successful companies:

1. Employment Security2. Selective Recruiting3. High Wages4. Incentive Pay5. Employee Ownership6. Information Sharing7. Participation and Empowerment8. Teams and Job Redesign

9. Training and Development10. Cross utilization/Cross training11. Symbolic Egalitarianism12. Wage Compression13. Promotion from Within14. Long Term Perspective15. Measurement of the Practices

(what gets measured gets done)16. Overarching Philosophy (need to

know where you’re going)

4. Recent survey of 200 HR and Board folks: 4/5 company strategic priorities relate to workforce- attract and retain skilled staff- improve workforce performance- change leadership and mgt. behaviors- change org culture and emp attitudes

IV. HR Philosophy

1. Remember Theory X and Y?- not all practice theory y- challenge your assumptions

2. Top Mgt Philosophy and Commitment & Your Assumptions HR Philosophy Translated into action by HR Practice Committed Employees Competitive Advantage

3. Know what you want so you can talk the talk and then walk the walk. What if you don’t walk?

4. Chief Norm StamperHR Strategy/Phil Culture

BehaviorLA Militaristic Controlling/Pecking

Order Public at BottomSeattle Participation

Empowerment Hiring etc.5. THERE’S A CRITICAL LINK

BETWEEN YOUR PHILOSOPHY (OR TOP MGMT’S PHILOSOPHY) AND HOW IT TRANSLATES INTO AN HR PHILOSOPHY AND THEN INTO HR PRACTICE

V. What are some major issues confronting HR now and in future?1. globalization2. diversity3. changing skill requirements4. retrenchment5. outsourcing6. nature of work7. focus on human capital etc.