Chapter1 Post
-
Upload
seunghyun-oh -
Category
Documents
-
view
232 -
download
0
Transcript of Chapter1 Post
-
8/11/2019 Chapter1 Post
1/17
1-1
CHAPTER ONE
Meeting Present and Emerging
Strategic Human Resource Challenges
-
8/11/2019 Chapter1 Post
2/17
1-2
Chapter Objectives
Review Key EnvironmentalChallenges (external)
Review Key OrganizationalChallenges (internal)
Review IndividualChallenges
Discuss Planning andImplementing HR Policiesfrom a Strategic Prospective
Link HR Strategies andFirms Performance
Briefly Look at Best HRPractices
Review Key Terms Brain Drain
Decentralization
Downsizing
Environmental Challenges
Exempt Employees (salaried)
Human Resource Strategies (HRS)
Human Resource Tactic
Human Resources (HR)
Line Employees Managers
Nonexempt Employees
Outsourcing
Staff Employees
-
8/11/2019 Chapter1 Post
3/17
1-3
Key Terms
Human Resources (HR) -people who work in anorganization (personal/associates/employees)
Human Resource Strategies (HRS)the deliberate
use a companys human resources to gain acompetitive advantage in the marketplace
Human Resource Tacticspolicies or procedures
put in place to gain that advantage
-
8/11/2019 Chapter1 Post
4/17
1-4
More Terms
Managersperson who is in charge of others and is responsiblefor the timelyand correctexecution of actions that promote his or
hers unitssuccess
Line Employeesemployees that directly produces a companys
goods or delivers a companysservices Staff Employees- employees that support the line employees
Exempt Employees (salaried) employees that do not receive
extra pay for overtime (work beyond 40-hours per week)
Nonexempt Employees workers that do receive overtimecompensation
-
8/11/2019 Chapter1 Post
5/17
1-5
Environmental Challenges
Environmental Challenges:forces external to a firminfluence behavior but largely beyond managements
control
Rapid Change
The Internet Revolution
Workforce Diversity
Globalization
LegislationWork/Life Balance
Skill Shortages & the Rise of the Service Sector
Natural Disasters
-
8/11/2019 Chapter1 Post
6/17
1-6
Organizational Challenges
Organizational Challenges concerns that are internal to acompany effective mangers identify these issues and deal withthem before they become a major issue for the company. Thisrequires a company be proactiverather than reactivewhen dealingwith HR issues
Competitive Position Decentralization
Downsizing
Organizational Restructuring
Self-Managed Work Teams
The Growth of Small Businesses
Organizational Culture
Technology
Data Security
Outsourcing
-
8/11/2019 Chapter1 Post
7/17
1-7
Individual Challenges
Individual Challengesaddress the issues relevant toindividual employees
Matching People and Organizations
Ethics and Social Responsibility
Productivity
Empowerment
Brain Drain
Job Insecurity
-
8/11/2019 Chapter1 Post
8/17
1-8
Strategic Human Resource Planning
To be successful firms must align their HRstrategies with:
Their organizations overall strategies
The environmentTheir organizations characteristics
Their organizations capabilities
-
8/11/2019 Chapter1 Post
9/17
1-9
Strategic Human Resource Planning- The Benefits
Encouragement of Proactive Rather Than ReactiveBehavior
Explicit Communication of Company Goals
Stimulation of Critical Thinking and OngoingExamination of Assumptions
Identification of Gaps Between Current Situation
and Future Vision
Encouragement of Line Managers Participation
Identification of HR Constraints and Opportunities
Creation of Common Bonds
-
8/11/2019 Chapter1 Post
10/17
1-10
Strategic HR Planning -The Challenges
Maintaining a Competitive Advantage Reinforce Overall Business Support
Avoiding Excessive Concentration on Day-to-DayProblems
Developing HR Strategies Suited to UniqueOrganizational Features
Coping with the Environment
Securing Management Commitment
Translating the Strategic Plan into Action Combining Intended and Emergent Strategies
Accommodating Change
-
8/11/2019 Chapter1 Post
11/17
1-11
HR Strategies & Company StrategiesBest Fit
Fit- refers to the compatibly between the HR strategiesand other important aspect the organization
Evolutionary Business Strategy(flexibility, quick response, entrepreneurship, risk-sharing, decentralization)
vs.
Steady-State Strategy(efficiency, detailed work planning, internal grooming of employees for promotion,
long-term career development, centralization)
-
8/11/2019 Chapter1 Post
12/17
1-12
Defender Strategy(conservative businesses operating in a stable environment)
Work Flows Detailed work planning
Explicit job descriptions
Staffing
Internal recruitment
HR department makes selection
decision
Formal hiring process
Employees Separations
Hiring Freeze Concern for terminated workers
Preferential rehiring policy
Performance Appraisal Uniform appraisal procedure
Used as a control devise
High dependence on superior
Training
Individual training
On-the job training
Job-specific training
Make Skills
Compensation Fixed pay
Seniority based pay
Centralized pay decisions
-
8/11/2019 Chapter1 Post
13/17
1 14
-
8/11/2019 Chapter1 Post
14/17
1-14
HR Strategies & the Environment -Best Fit
Degree of Uncertainty How much accurate information you have to make decisions
Volatility How often does your environment changes
Magnitude of Change How drastic are the changes when they occur
Complexity Sheer number of elements in the environment that effect the company
and the industry (individually or together)
-
8/11/2019 Chapter1 Post
15/17
1 16
-
8/11/2019 Chapter1 Post
16/17
1-16
HR Strategies & Organizational CapabilitiesBest Fit
Leveraging your firms distinctive competenciesto give your company a competitive advantage:
Technical abilities
Management SystemsReputation
1 17
http://www.apple.com/getamachttp://www.apple.com/getamac -
8/11/2019 Chapter1 Post
17/17
1-17
HR Best Practices
Employment Security Selectivity in Recruiting
High Wages
Incentive Pay
Employee Ownership Information Sharing
Participation & Empowerment
Self-managed Teams
Training & Skills Development
Cross-Utilization and Cross-training
Promotion from Within