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Transcript of Human Resource Management in Organizations MN 301 – Human Resource Management Craig W. Fontaine,...
Human Resource Management in Organizations
MN 301 – Human Resource Management
Craig W. Fontaine, Ph.D.Pine Manor College
Fall 2014
Types of Organizational Assets
Human Resource (HR) Management
The design and execution of formal organizational systems (HR) such that human talent can accomplish organizational
goals
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
HRM Professionals with (and thru) the Organization’s Line Managers
Smaller Organizations and HR Management
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
Where/How Employees Can be a Core Competency
Organizational Productivity
HR Approaches to Improving Productivity
HRM Practices also Impacts….
Organizational effectiveness Quality Customer Service
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
HR Management Functions Influenced by following forces of external
environment Global
Environmental
Geographic
Political, social, and legal
Economic, and technological
HR Management Functions HR strategy and planning Equal employment opportunity Staffing Talent management Rewards Employee relations
Mix of Roles for HR Departments
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
Current HR Management Challenges
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
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
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
Challenges For Global Human Resource
Strategy
People
Complexity
Risk
Changing Workforce
Racial/Ethnic Diversity
Gender in the Workforce
Aging Workforce
Growth in Contingent Workforce
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
HR and Organizational Ethics
Ethical Behavior and Organizational Culture
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
HR’s Role in Organizational Ethics
Examples of HR-Related Ethical Misconduct
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
HR Management Competencies
HR Management as a Career Field
Human Resource Certification HR professionals need knowledge in
following areas Employment regulations
Finance
Tax law
Statistics
Information systems
HR Certifications at a Glance