Presentation is loading. Please wait.

Presentation is loading. Please wait.

Human Resources Management MGMT – E-4240

Similar presentations

Presentation on theme: "Human Resources Management MGMT – E-4240"— Presentation transcript:

1 Human Resources Management MGMT – E-4240
Welcome! The MGMT E-4240 Web Site The web site will be our primary way of communicating Currently contains Fall 2010 Syllabus – the questions for each case study Fall 2010 Schedule – specific assignments and due dates Overview of Written Case Study Analyses and Grade Scale Link to Writing Resources Announcements Information regarding Waitlists

2 Human Resources Management MGMT – E-4240
Introducing: Bill Murphy, JD Michael Thomas, EdD Assignments and Grading Sally Robinson Polly Scannell, JD Michael Thomas

3 Human Resources Management MGMT – E-4240
Cases Must submit 2 case analyses – 1 of 4 first half cases due by 10/25/10 and 1 of 3 second half cases due by 11/29/10 Due by 5:00 US EST on the Monday the case is taught. Must be in your TA’s inbox by then. No cases will be accepted after that time. Final Exam Take home exam due in your TA’s in-box by 5:00 US EST on Monday, 12/20/10.

4 Human Resources Management MGMT – E-4240
Other housekeeping Video waivers Available for signature. As the class is discussion based, it is extremely helpful to get these signed as soon as possible. In class exercises Will be made available on the web site so distance learners can take them. Case Discussions A TA will be present in class to take questions and comments from distance learners participating in simulcast. Specific info will be posted on the web site prior to each case. Bulletin Board – This site will be available only to members of the class. Please use a high standard of respect and professionalism in your communications on the site.

5 Human Resources Management MGMT – E-4240
Course Goals Help students appreciate and understand the current thinking in the field of human resources, Understand how this thinking has been reached and the strategic role it plays in today’s management community, Show how areas of human resources management continue to be subject to on-going inquiry.

6 Human Resources Management MGMT – E-4240
Successful Business/ Employment Experience Organizational Interests Employee Interests Convergence between the personal goals of the employees and those of the organization. HRM challenge  Understand the business, what it takes to maximize the contributions of employees at all levels, and bringing the two together. CREATE COMPETITIVE ADVANTAGE Human Resources include experience, skill, training, and commitment of employees. Create Employee List  Think of jobs you’ve had in past or would like to have in the future. What two features of employment did you or will you value most? (Why do you want to work there – why stay) Explain. Outside Influences: Legal Environment, Economy, Globalization, Company Norms

7 Human Resources Management MGMT – E-4240
Creating the Living Brand Bendapudi, N., Bendapudi, V., HBR, May 2005 What is the “Living Brand”? Name the 6 lessons for creating a living brand Let’s revisit our model and discuss how they integrated organizational and individual interests. 6 Lessons Know what you are looking for – “make or buy” – QT – nice people, work in teams, humility to learn from others; appreciation for diversity – central hiring Make most of talent – training, higher education, promote from within, benefits packages – time off Create pride in the brand – in retail, service is the manifestation of the brand. Wawa doesn’t carry lottery tix, QT doesn’t carry adult mags, Wawa doesn’t charge for ATM – value of employee input Build Community – employee friendliness as reason to come to store. Strong commitment to local charity. Share business context -- how does co. define success? How own work affects companywide financial performance Satisfy the soul (security, esteem and justice) – alarms, celebrate success, President’s Club (Wawa), Wawa Employee stock-ownership plans

8 Human Resources Management MGMT – E-4240
Course Overview – HRM Functions Planning for Organizations, Jobs, and People Strategic Management of HR (c.2) HR Planning (c.3) Acquiring Human Resources The Legal Environment (c.5) Recruitment (c.6) Measurement and Decision Making (c.7 and 8) Multinational HR HR Across Borders (c.17)

9 Human Resources Management MGMT – E-4240
Course Overview (Continued) Building Individual and Organizational Performance Training Programs (c.9) Performance Assessment (c.10) Rewarding Employees (c.11 and 12) Maintaining HR Benefits (c.13) Workplace Safety (c.14) Labor and Collective Bargaining (c.15) Managing Employee Transitions (c.16)

10 Human Resources Management
Question: A medium-sized manufacturing company is considering a major business decision to upgrade its technology by purchasing computer-driven equipment. What are some of the HR considerations that need to be factored into the decision? When will the new technology be introduced? How many and what kind of employees will be needed to operate the new equipment? Will equipment require a reduction in force? If so, how will company deal with this effectively? Union backlash likely? What kind of training will be necessary and where can they get it? Can people expect long-term employment? Impact on career mobility and promotional opportunities?

11 Human Resources Management
Question: If you were the executive in charge of HR at Kodak, what are the first five steps you would take in the goal of paring 15,000? Describe each step and the reason for taking it. 1.) Communicate the decision (avoid rumors) 2) Id units and positions most impacted by the economy – look at industry trends, economic trends and technological developments 3) Determine positions to be eliminated – look to internal factors like skill level, trainability 4) Manage severance/layoffs via laws and regulations 5) Work to bolster morale of retained employees.

12 Human Resources Management
On the basis of your own employment experience, how do you think the HR function could be improved?

13 Human Resources Management
Human Resources Structures In-house with full services Partially in-house with some services outsourced Headquarters with specialists – field offices with generalists Headquarters driving strategy and policy – field offices with full services Completely outsourced with small in-house office overseeing vendors No formal HR unit – part of payroll and other admin staff roles

14 Human Resources Management
Careers in Human Resources Benefits Communications Training and Development Organizational Behaviorist or Designer Employee and/or Labor Relations HRIS Recruiter Strategic Planner Compensation Generalist

15 Human Resources Management
Current and Future Challenges Corporate Reorganizations Global Competition Cyclical Growth Increasing Diversity in the Workplace Focus on diversity and work/life Employee Expectations Organizations as Vehicles for reaching Societal Goals

Download ppt "Human Resources Management MGMT – E-4240"

Similar presentations

Ads by Google