MGMT 471: HUMAN RESOURCE MANAGEMENT Gaining a Competitive Advantage Through HUMAN RESOURCE MANAGEMENT

MGMT 471: HRM INTRODUCTIONS TEAMS FORM HRM is ___________ HRM isn’t ___________

HUMAN RESOURCE MANAGEMENT Policies, practices and systems that influence employees’ behavior, attitudes, and performance. Strategic HRM?

HRM Practices Maximizing Company Performance Analysis and design of work HR Planning Recruiting Selection Performance Management Training and Development Compensation Employee relations/maintenance

HR Roles and Responsibilities Responsibilities (Table 1.1) Recruiting and Selection Human Resource Development Compensation and Benefits Employee Services/relations maintenance Employee record administration Health and Safety Strategic Planning

HRM Roles & Responsibilities ROLES: Strategic Partner Administrative Expert Employee Advocate Change Agent

HR Competencies 1.Strategic Partner Informed decision-making 2.Administrative Expert Legal Compliance HRIS—record administration Contract administration

HR Competencies 3.Employee Advocate Counseling/Advising Mentoring 4.Change Agent Communicating Negotiating Planning/orchestrating Persuading change/eliminating fear

The Evolving HRM Function Self-service Outsourcing Strategic HRM CLO Key information Friends in high places Company philosophy

HRM PROFESSION Generalist vs. Specialist Education/experience Certification PHR, SPHR Affiliations SHRM ASTD Salaries

Trends Influencing Approach to HRM Sustainability Globalization Technology Economic Changes Intellectual Capital and Knowledge Workers Employment Relationship Changes Accountability Workforce Changes