Chapter 1 Flashcards
High Performance Work Practice:
- Job analysis
- internal recruitment
- Selection Tests
- Performance appraisal
- Structured promotions.
Human Capital
Value of the training, experience, judgement, intelligence, relationship and insights of employees. Resources: rare, non-substitutable, viable in the long run, not easily to imitable by competitors.
If well managed can be a source of ‘sustained competitive advantage’ for the company.
Definition of HR:
Leading, managing employees using systems, methods, processes and procedures that able them to go forward with goals.
Objectives of HR:
Offering resources to help the Org. dealing with competitive challenges, while managing employee’s concerns.
Effective HR strategy involves:
- linking: the strategic needs of an org. (corp, business, functional level)
- with: Strategy developed by HR Department or team.
Therefore: HR strategies need to reflect the org.’s mission and strategies.
Steps towards Strategic HRM process
- Environmental Scan
- Org. Mission & goal analysis
- Org. Character & culture
- Org. Strategy Analysis
- Choice & implementation of HR strategy
- HR strategy review, audit and evaluation
- International aspects.
Environmental Scan
Economic:
Demographic: Ex. Women joining work force.
Technological: Ex. Type of employee you need, and the knowledge they need. Or training.
Cultural
Legal
Things to think about:
Unemployment Recession Women at work Competition/Productivity Knowledge worker (Engineers, doctors, etc) Technology Generational Difference
Things to think about:
Unemployment- Ease to recruit Recession- Need to layoff Women at work - Work/family Competition/Productivity - Outsource Knowledge worker - Recruitment Technology - Need to redesign work Generational Difference - Benefits development.
Organizational mission & goal analysis
Question:
What is the mission statement?
Mission statement gives the quality of employees and the level they need to reach.
Organizational character & culture analysis.
2 Questions
- What is the managerial philosophy?
- > The way the org. prefers to deal with an issue.
- What is the culture?
- > Shared beliefs, norms, symbols, history, etc.
A good HR strategy:
-Align with the corporate strategy
Vertical Alignment
ex. Recruit & train highly-qualified employee to offer high quality service.
-Composed of HR practices that are coherent with each other
Horizontal alignment. Ex. Competitive salary for talented people.
-Put into action
Need managers follow HR strategy & apply HR practices.
HR strategy review, audit & evaluation
Periodical examinations:
- to check if everything works according to plan
- evaluate costs associated to HR
- Anticipate necessary changes
- Make adjustments or update strategy.
Who manages HR?
- Small company: Line managers
- Larger Co. : Specific HR department or function
- Big Co. : Head of HR is VP+Sub-departments
What role and authority do HR Managers have?
- Mainly Staff authority:
support or consultant-like role of advising line managers. - Sometimes Functional authority:
Ability to make decisions based on expertise.
Ex. Benefits.
HR Player:
- Leader: Be an example and lead, manage investments, clear vision.
- Coach: Train, support, motivate employees and managers. Give feedback.
- Architect: Plan next strategic steps, give advice to top managers, develop hypothesis for future.
- Builder: need to make sure it is implemented by managers.
- Facilitator: Provide resources, build teams, bring required knowledge.
- Conscience: Deal with difficult ethical situations in the org. as an internal referee & punish if necessary.
