Chapter 1 Human Resource Management: Gaining a Competitive Advantage

1 What is HRM? The polices, practices,and systems that influence employees’behavior, attitudes, and performance. (p5)    Here is your custom footer, This is Master Style

2    What responsibilities and roles HR department perform? Here is your custom footer, This is Master Style

p5 –p6 Conducting job analyses and job design Planning labor demand and recruiting job candidates Selecting job candidates Orienting and training new employees Training and developing Managing performance Managing pay and providing benefits Maintaining positive employee relations Establishing and administering personnel policies Employee data and information system Legal compliance Support for business strategy

Training and development Analysis and design of work Training and development Compensation Performance Management Employee relations Selection Recruiting HR Planning

The goals of an effective HR system HRM Organizational Competiveness Performance

3    The HRM Profession : Positions and Jobs (P11-P14) Here is your custom footer, This is Master Style

Typical positions in HR department Recruiters Compensation managers Training specialist Labor relations specialist Job analyst ---- HR professionals’ median salaries table 1.3 p12

SHRM(p11) https://www.shrm.org/

SHRM(p11) https://www.shrm.org/ HR as a career Promising career Education Competency(p13-p14)

4    The transition of HR roles in organizations: From administrative expert to strategic partner    Here is your custom footer, This is Master Style

Administrative expert Four roles of HRM (p8-p9) Design and deliver efficient and effective HRM system, process, and practices. These include systems for selection, training, developing, appraising, and rewarding employees. Administrative expert Employee advocate Manage the commitment and contributions of employees Manage the commitment and contributions of employees Change agent Modern organizations must change constantly. HRM should help transform the organizations and manage processes for change. Strategic partner HRM plays an increasingly active part in the business strategy management

The evolution of HR roles Traditionally, the HRM department was primarily an administrative expert and employee advocate.------ companies believe that HRM is important and therefore have expanded the role of HRM as a change agent and strategic partner.(p9)

Three product lines of HRM (p7) Administrative Services and Transactions Business Partner Services Strategic partner

The evolution of HR roles The amount of time devoted to administrative role is decreasing (p.9) The roles as employee advocate, change agent and strategic partner are increasing. Why?

The reasons include---- Shared service model(p8) Information technology

\ BP Business partner COE Centers of expertise SSC Shared service center

The reasons include---- Shared service model(p8) Information technology Self-service HR (p8) Outsourcing HR outsourcing (p8)

The companies in HRO market What is HRO? The purpose of HRO? Cost saving; Improving HR quality— The companies in HRO market

Tht

The companies in HRO market The options of HRO and potential risks? What is HRO? The purpose of HRO? Cost saving; Improving HR quality— The companies in HRO market The options of HRO and potential risks?

Which practice should be outsourced first? Job design and job analysis HR Planning Recruiting Selection Training and development Compensation management Performance management Employee relations

The reasons include---- Shared service model(p8) Information technology Self-service HR (p8) Enable HRM to become a strategic partner Outsourcing HR outsourcing (p8) Evidence-based HR (p11)

Competitive challenges influencing HRM The Global Challenge(p46-48) HRM system Environment: Uncertainty; Turbulence; Rapid change Intense competition Globalization The tendency of firms to extend their sales or manufacturing to new market abroad. Case: Nike etc.