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Human Resource Management in Organizations

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Presentation on theme: "Human Resource Management in Organizations"— Presentation transcript:

1 Human Resource Management in Organizations
MN 301 – Human Resource Management Craig W. Fontaine, Ph.D. Pine Manor College Fall 2014

2 Types of Organizational Assets

3 Human Resource (HR) Management
The design and execution of formal organizational systems (HR) such that human talent can accomplish organizational goals

4 Human Capital Collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce Called intellectual capital to reflect following contributions of employees Thinking Knowledge Creativity Decision making

5 HRM Professionals with (and thru) the Organization’s Line Managers

6 Smaller Organizations and HR Management

7 Core Competency Unique capability that creates high value in which an organization excels Differentiates an organization from its competitors Is a key determinant of competitive advantage HR department focus on using people as a core competency

8 Where/How Employees Can be a Core Competency

9 Organizational Productivity

10 HR Approaches to Improving Productivity

11 HRM Practices also Impacts….
Organizational effectiveness Quality Customer Service

12 Organizational Culture
Shared values and beliefs in an organization Evolves over a period of time Provides employees with rules for behavior Is constant and enduring Determines organizational climate Affects service and quality, organizational productivity, and financial results

13 HR Management Functions
Influenced by following forces of external environment Global Environmental Geographic Political, social, and legal Economic, and technological

14 HR Management Functions
HR strategy and planning Equal employment opportunity Staffing Talent management Rewards Employee relations

15 Mix of Roles for HR Departments

16 Roles of HR Management Administrative
Clerical administration, recordkeeping, legal paperwork and policy implementation Major shifts - Use of technology and outsourcing Operational and Employee Advocate Work with managers and supervisors Identify and implement needed programs and policies in the organization Strategic Address business realities Focus on future business needs Fit between human capital and business plans and needs

17 Current HR Management Challenges

18 Competition, Cost Pressures, and Restructuring
Job Shifts Reduction in the number of existing employees. Attract and retain employees with different capabilities Skill Shortages Inadequate supply of workers with the skills needed to perform the emerging new jobs

19 Globalization Integration of global operations, management, and strategic alliances Types of global workers Expatriate: Citizen of one country working in a second country and employed by an organization headquartered in the first country Host-country national: Citizen of one country working in that country and employed by an organization headquartered in a second country Third-country national: Citizen of one country working in a second country and employed by an organization headquartered in a third country

20 Globalization - Legal and Political Factors
Many nations function under turbulent and varied legal and political systems Role of HR professionals Conducting comprehensive reviews of the political environment, national culture, and employment laws before beginning operations in a country

21 Challenges For Global Human Resource
Strategy People Complexity Risk

22 Changing Workforce Racial/Ethnic Diversity Gender in the Workforce
Aging Workforce Growth in Contingent Workforce

23 Advantages of Technology
Improves the efficiency of the administrative HR functions and reduces costs Helps in strategic HR planning Supports recruitment, selection and training Contributes to organizational performance through collection and analysis of HR-related data

24 HR and Organizational Ethics

25 Ethical Behavior and Organizational Culture

26 Ethics and Global Differences
Differences in legal, political, and cultural values and practices in different countries Global employers must comply with both their home-country laws and the laws of other countries

27 HR’s Role in Organizational Ethics

28 Examples of HR-Related Ethical Misconduct

29 Sarbanes-Oxley (SOX)Act
Reduces likelihood of illegal and unethical behaviors HR issues - Major concerns are linked to executive compensation and benefits Requires companies to: Establish ethics codes Develop employee complaint systems Have anti-retaliation policies for employees who act as whistle blowers to identify wrongful actions

30 HR Management Competencies

31 HR Management as a Career Field

32 Human Resource Certification
HR professionals need knowledge in following areas Employment regulations Finance Tax law Statistics Information systems

33 HR Certifications at a Glance

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