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Department of Business Management Strategic Human Resource Management

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1 Department of Business Management Strategic Human Resource Management
Ing. Miloš Krejčí

2 Strategic Human Resource Management
Introduction to Human Resource Management Strategic Human Resource Management Personnel Planning and Recruiting - Job Analysis, Descriptions and Specifications Employee / Employer Selection and Interviewing Process Training and Developing Employees Performance Management and Appraisal Coaching, Careers and Talent Management Compensation planning Financial Incentives and Employee Benefits Ethics, Culture, Organizational Change and Fair Treatment in HR Management Equal Opportunity and Diversity, Labor Relations, Employee Safety and Health Managing Human Resources in Global and SME companies Ing. Miloš Krejčí

3 Coaching and Mentoring
Involves educating, instructing, and training subordinates Focuses on teaching shorter-term job-related skills Mentoring Is actively advising, counseling, and guiding Is helping employees navigate longer-term career Is leading highly trained employees and self-managing teams Supplants the need for authority and for giving orders for getting things done Works in specific job positions Coaching and mentoring require both analytical and interpersonal skills. Ing. Miloš Krejčí

4 Human Resources Management 12e Gary Dessler
Coaching / Learning Cycle The Four-Step Coaching Process 1 3 2 Preparing to coach 4 Developing a mutually agreed change plan Engaging in active coaching Evaluating for feedback and follow-up Ing. Miloš Krejčí Copyright © 2011 Pearson Education

5 Preparing - the ABC Approach
Antecedents What things must come before the person does the job? Behavior Can the person do the job if he or she wanted to? Consequences What are the consequences of doing the job right? Ing. Miloš Krejčí

6 Ing. Miloš Krejčí
Career Management Career management - process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company Career development - the lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment Career planning review of personal skills, interests, knowledge, motivations, and other characteristics; information about opportunities and choices; Identification of career-related goals; Individual action plans to attain specific goals Ing. Miloš Krejčí

7 Careers Today - Employee Commitment
Old Contract (Employer-focused) “Do your best and be loyal to us, and we’ll take care of your career.” New Contract (Employee-focused) “I’ll do my best for you, but I expect you to provide the development and learning that will prepare me for the day I must move on, and for having the work-life balance that I desire.” Ing. Miloš Krejčí

8 Traditional vs. Career Development Focus
HR Activity Traditional Focus Career Development Focus Human resource planning Analyzes jobs, skills, tasks—present and future. Projects needs. Uses statistical data. Adds information about individual interests, preferences, and the like to replacement plans. Recruiting and placement Matching organization’s needs with qualified individuals. Matches individuals and jobs based on variables including employees’ career interests and aptitudes. Training and development Provides opportunities for learning skills, information, and attitudes related to job. Provides career path information. Adds individual development plans. Performance appraisal Rating and/or rewards. Adds development plans and individual goal setting. Compensation and benefits Rewards for time, productivity, talent, and so on. Adds tuition reimbursement plans, compensation for non–job-related activities. Ing. Miloš Krejčí

9 Why Offer Career Development?
Better equips employees to serve the firm Boosts employee commitment to the firm Supports recruitment and retention of efforts Career Development Benefits Ing. Miloš Krejčí

10 Roles in Career Development
Individual Accept responsibility for your own career. Assess your interests, skills, and values. Seek out career information and resources. Establish goals and career plans. Utilize development opportunities. Talk with your manager about your career. Follow through on realistic career plans. Employer Communicate mission, policies, and procedures. Provide training and development opportunities. Provide career information and career programs. Offer a variety of career paths. Provide career-oriented performance feedback. Provide mentoring opportunities to support growth and self-direction. Provide employees with individual development plans. Provide academic learning assistance programs. Manager Provide timely and accurate performance feedback. Provide developmental assignments and support. Participate in career development discussions with subordinates. Support employee development plans. Ing. Miloš Krejčí

11 Innovative Career Development Initiatives
Provide individual lifelong learning budgets. Help organize “career success teams.” Provide career coaches. Offer online career development programs. Ing. Miloš Krejčí

12 Characteristics of Effective Mentors
Are professionally competent Are trustworthy Are consistent Have the ability to communicate Are willing to share control Set high standards Are willing to invest time and effort Actively steer protégés into important work Ing. Miloš Krejčí

13 Employer Career Management
Decision 1: Is Seniority or Competence the Rule? Decision 4: Vertical, Horizontal, or Other? Decision 2: How Should We Measure Competence? Decision 3: Is the Process Formal or Informal? Making Promotion and Transfer Decisions Ing. Miloš Krejčí

14 Ing. Miloš Krejčí
Managing Transfers Employees’ reasons for desiring transfers Personal enrichment and growth More interesting jobs Greater convenience (better hours, location) Greater advancement possibilities Employers’ reasons for transferring employees To vacate a position where an employee is no longer needed To fill a position where an employee is needed To find a better fit for an employee within the firm To boost productivity by consolidating positions Ing. Miloš Krejčí

15 Attracting and Retaining Older Employees
Create a culture that honors experience Modify selection procedures Offer flexible or part-time work Implement phased retirement programs HR Policies for Older Workers Ing. Miloš Krejčí

16 Ing. Miloš Krejčí
Managing Retirements Preretirement Counseling Practices (options) Explanation of Social Security benefits Leisure time counseling Financial and investment counseling Health counseling Psychological counseling Counseling for second careers Counseling for second careers inside the company Ing. Miloš Krejčí

17 Ing. Miloš Krejčí
Talent Management Talent Management Is the automated end-to-end process of planning, recruiting, developing, managing, and compensating employees throughout the organization Requires coordinating several human resource activities, in particular workforce acquisition, assessment, development, and retention Is career management from the employer’s point of view Ing. Miloš Krejčí

18 The Talent Management Process
Ing. Miloš Krejčí

19 Fundamentals of Successful Career
Education Go Internationally Placement Career Start Ing. Miloš Krejčí

20 Next Session Preparation
Employee Benefits IS: Employee_benefits_L9_prereading Ing. Miloš Krejčí

21 Ing. Miloš Krejčí
Key Terms coaching mentoring career career management career development career planning promotions transfers talent management Ing. Miloš Krejčí

22 Ing. Miloš Krejčí
LEARNING OUTCOMES Compare and contrast coaching and mentoring and describe the importance of each. Compare employers’ traditional and career planning-oriented HR focuses. Explain the employee’s, manager’s, and employer’s career development roles. Describe the issues to consider when making promotion decisions. List and briefly explain Characteristics of Effective Mentor and ´their importance. Define talent management and give an example of an actual talent management system. Ing. Miloš Krejčí

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