1. Chapter 1 Human Resource Management: Gaining a Competitive Advantage

2. 1
What is HRM?
The polices, practices,and systems that influence employees’behavior, attitudes, and performance. (p5)   
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3. 2    What responsibilities and roles HR department perform?
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4. 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

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

6. The goals of an effective HR system
HRM
Organizational
Competiveness
Performance

7. 3    The HRM Profession : Positions and Jobs (P11-P14)
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8. Typical positions in HR department
Recruiters
Compensation managers
Training specialist
Labor relations specialist
Job analyst
----
HR professionals’
median salaries
table 1.3 p12

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

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

11. 4    The transition of HR roles in organizations:
From administrative expert to strategic partner   
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12. 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

13. 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)

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

15. 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?

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

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

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

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

21. Tht

22. 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?

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

24. 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)

25. 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.