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 milos.krejci@mail.vsfs.cz
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 milos.krejci@mail.vsfs.cz
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 milos.krejci@mail.vsfs.cz
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 milos.krejci@mail.vsfs.cz
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 milos.krejci@mail.vsfs.cz
Key Terms
coaching
mentoring
career
career management
career development
career planning
promotions
transfers
talent management
Ing. Miloš Krejčí

22. Ing. Miloš Krejčí milos.krejci@mail.vsfs.cz
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