山东工商学院原文HRMchapter 1pptConvertor.docx
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山东工商学院原文HRMchapter 1pptConvertor.docx
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山东工商学院原文HRMchapter1pptConvertor
HumanResourceManagement:
GainingaCompetitiveAdvantage
Chapter1
HumanResourceManagement:
GainingaCompetitiveAdvantage
Copyright©2010bytheMcGraw-HillCompanies,Inc.Allrightsreserved.
McGraw-Hill/Irwin
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-1
ChapterIdiscussestherolesandskillsthatahumanresourcemanagementdepartmentand/ormanagersneedforanycompanytobecompetitive.Thesecond
sectionofthechapteridentifiesthecompetitivechallengesthatU.S.companiescurrentlyface,whichinfluencetheirabilitytomeettheneedsofshareholders,customers,
employees,andotherstakeholders.Chapter1discusseshowthesecompetitivechallengesareinfluencingHRM.ThechapterconcludesbyhighlightingtheHRMpractices
andthewaystheyhelpcompaniescompete.
LearningObjectives
Discussrolesandactivitiesofacompany’sHRMfunction
Discussimplicationsoftheeconomy,makeupofthelaborforce,andethicsforcompanysustainability
DiscusshowHRMaffectsacompany’sbalancedscorecard
Discusswhatcompaniesshoulddotocompeteintheglobalmarketplace
IdentifythecharacteristicsoftheworkforceandhowtheyinfluenceHRM
DiscussHRMpracticesthatsupporthigh-performanceworksystems
ProvideabriefdescriptionofHRMpractices
1-2
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-2
Afterreadingthischapter,youshouldbeableto:
Discusstherolesandactivitiesofacompany’shumanresourcemanagementfunction
Discusstheimplicationsoftheeconomy,themakeupofthelaborforce,andethicsforcompanysustainability
Discusshowhumanresourcemanagementaffectsacompany’sbalancedscorecard
Discusswhatcompaniesshoulddotocompeteintheglobalmarketplace
Identifythecharacteristicsoftheworkforceandhowtheyinfluencehumanresourcemanagement
Discusshumanresourcemanagementpracticesthatsupporthigh-performanceworksystems
Provideabriefdescriptionofhumanresourcemanagementpractices
Introduction
Competitiveness–acompany’sabilitytomaintainandgainmarketshare
Humanresourcemanagement–thepolicies,practices,andsystemsthatinfluenceemployees’behavior,attitudes,andperformance
.
1-3
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-3
Competitivenessreferstoacompany’sabilitytomaintainandgainmarketshareinitsindustry.Competitivenessisrelatedtocompanyeffectiveness,whichisdeterminedbywhetherthecompanysatisfiestheneedsofstakeholders(groupsaffectedbybusinesspractices).Importantstakeholdersincludestockholders,whowantareturnontheirinvestment;customers,whowantahigh-qualityproductorservice;andemployees,whodesireinterestingworkandreasonablecompensationfortheirservices.
Humanresourcemanagementreferstothepolicies,practices,andsystemsthatinfluenceemployees’behavior,attitudes,andperformance
--ManycompaniesrefertoHRMasinvolving“peoplepractices"
HumanResourceManagementPractices
1-4
Figure1.1emphasizesthatthereareseveralimportantHRMpractices.Thestrategyunderlyingthesepracticesneedstobeconsideredtomaximizetheirinfluenceoncompanyperformance.Asthefigureshows,HRMpracticesincludeanalyzinganddesigningwork,determininghumanresourceneeds(HRplanning),attractingpotentialemployees(recruiting),choosingemployees(selection),teachingemployeeshowtoperformtheirjobsandpreparingthemforthefuture(traininganddevelopment),rewardingemployees(compensation),
evaluatingtheirperformance(performancemanagement),andcreatingapositive
workenvironment(employeerelations).
4
ResponsibilitiesofHRDepartments
EmploymentandRecruiting
TrainingandDevelopment
Compensation
Benefits
EmployeeServices
EmployeeandCommunityRelations
PersonnelRecords
HealthandSafety
StrategicPlanning
1-5
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-5
ThisslideshowstheresponsibilitiesofHRdepartments.TheHRdepartmentissolelyresponsibleforoutplacement,laborlawcompliance,recordkeeping,testing,unemploymentcompensation,andsomeaspectsofbenefitsadministration.TheHRdepartmentismostlikelytocollaboratewithothercompanyfunctionsonemploymentinterviewing,performancemanagementanddiscipline,andeffortstoimprovequalityandproductivity.LargecompaniesaremorelikelythansmallonestoemployHRspecialists,withbenefitsspecialistsbeingthemostprevalent.
Othercommonspecializationsincluderecruitment,compensation,andtraininganddevelopment.ManydifferentrolesandresponsibilitiescanbeperformedbytheHRdepartment
dependingonthesizeofthecompany,thecharacteristicsoftheworkforce,theindustry,andthevaluesystemofcompanymanagement.
HRasaBusinesswith3ProductLines
Administrative
Servicesand
Transactions
Business
Partner
Services
StrategicPartner
Human
Resources
1-6
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-6
ThenewerHRproducts—businesspartnerservicesandthestrategicpartnerrole—aretheHRfunctionsthatarebeingchallengedbytopmanagerstodeliver.OnewaytothinktherolesandresponsibilitiesofHRdepartmentistoconsiderHRasabusinesswithinthecompanywiththreeproductlines.
1.AdministrativeServicesandTransactions:
Compensation,hiringandstaffing•Emphasis:
Resourceefficiency
andservicequality.
BusinessPartnerServices:
DevelopingeffectiveHRsystemsandhelpingimplementbusinessplans,talentmanagement•Emphasis:
Knowingthebusinessandexercisinginfluence—problemsolving,designingeffectivesystemstoensureneededcompetencies
3.StrategicPartner:
Contributingtobusinessstrategybasedonconsiderationsofhumancapital,businesscapabilities,readiness,anddevelopingHRpracticesasstrategicdifferentiators
•Emphasis:
KnowledgeofHRandofthebusiness,competition,themarket,andbusinessstrategies
6CompetenciesfortheHRProfession
1-7
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-7
Figure1.3showsthesixcompetenciesthatareneededfortheHRprofession.
1.Credibleactivist:
deliversresultswithintegrity,sharesinformation,buildstrustingrelationships,andinfluencesothers,providingcandidobservation,takingappropriaterisks.
2.Culturalsteward:
facilitateschange,developsandvaluestheculture,andhelpsemployeesnavigatetheculture.
3.Talentmanager/organizationaldesigner:
developtalent,designrewardsystems,andshapestheorganization.
4.Strategicarchitect:
recognizesbusinesstrendsandtheirimpactonthebusiness,evidence-basedHR,anddevelopspeoplestrategiesthatcontributetothebusinessstrategy.
5.BusinessAlly:
understandshowthebusinessmakesmoneyandthelanguageofthebusiness.
6.Operationalexecutor:
implementsworkplacepolicies,advancesHRtechnology,andadministersday-to-dayworkofmaintainingpeople.
HowistheHRMFunctionChanging?
Timespentonadministrativetasksisdecreasing.
HRrolesasastrategicbusinesspartner,changeagent,andemployeeadvocateareincreasing.
HRmanagersarechallengedtoshiftfocusfromcurrentoperationstofuturestrategiesandpreparenon-HRmanagerstodevelopandimplementHRpractices.
Thisshiftpresentstwoimportantchallenges:
Self-service–givingemployeesonlineaccesstoinformationaboutHRissues
Outsourcing–thepracticeofhavinganothercompanyprovideservicestosavemoneyandspendmoretimeonstrategicbusinessissues.
1-8
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-8
TheamountoftimethattheHRMfunctiondevotestoadministrativetasksisdecreasinganditsrolesasastrategicbusinesspartner,changeagent,andemployeeadvocateareincreasing
Inshiftingthefocusfromcurrentoperationstostrategiesforthefutureandpreparingnon-HRmanagerstodevelopandimplementHRpractices,HRmanagersfacetwoimportantchallenges:
Self-servicereferstogivingemployeesonlineaccesstoinformationaboutHRissues
Outsourcingreferstothepracticeofhavinganothercompanyprovideservices
QuestionsUsedtoDetermineIfHumanResourcesArePlayingaStrategicRoleintheBusiness
1.WhatisHRdoingtoprovidevalue-addedservicestointernalclients?
2.WhatcantheHRdepartmentaddtothebottomline?
3.HowareyoumeasuringtheeffectivenessofHR?
4.Howcanwereinvestinemployees?
5.WhatHRstrategywillweusetogetthebusinessfrompointAtopointB?
6.Whatmakesanemployeewanttostayatourcompany?
7.HowarewegoingtoinvestinHRsothatwehaveabetterHRdepartmentthanourcompetitors?
8.FromanHRperspective,whatshouldwebedoingtoimproveourmarketplaceposition?
9.What’sthebestchangewecanmaketoprepareforthefuture?
1-9
MultimediaLectureSupportPackagetoAccompanyBasicMarketing
LectureScript6-9
Table1.2providesseveralquestionsthatmanagerscanusetodetermineifHRMisplayingastrategicroleinthebusiness.Ifthesequestionshavenotbeenconsidered,
itishighlyunlikelythat
(1)thecompanyispreparedtodealwithcompetitivechallengesor
(2)humanresourcesarebeingusedtohelpacompanygainacompetitiveadvantage.Thebottomlineforevaluatingtherelationshipbetweenhumanresourcemanagementandthebusinessstrategyistoconsiderthisquestion:
“WhatisHRdoingtoensurethattherightpeoplewiththerightskillsaredoingtherightthingsinthe
jobsthatareimportantfortheexecutionofthebusinessstrategy?
”WhyhaveHRMroleschanged?
ManagersseeHRMasthemostimportantleverforcompaniesto
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