MANA3320-Spring 2010 Prewitt

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 HR functions impact all departments and employees in the organization ◦ Staffing and Selection ◦ Talent Management ◦ Employee Development ◦ Strategic Partner ◦ Employee Initiatives ◦ Motivation/Efficiency ◦ Competitive Advantage  The key resource in most, if not all, organizations is people ◦ Why?  Utilizing employees KSA can provide a competitive advantage

 The most pressing competitive issues facing firms: ◦ Competing, recruiting, and staffing globally ◦ Embracing new technology ◦ Managing change ◦ Managing talent, or human capital ◦ Responding to the market ◦ Containing costs © 2010 South-Western, a part of Cengage Learning. All rights reserved. 1– 5

 Competing in the global market  Where will you find the employees required to fill key roles? ◦ “graduates in science, technology, engineering and math have flattened to roughly 225,000, well short of the estimated 400,000 needed by 2015” 1  Staffing employees in foreign sites  Having programs that attract and retain KEY talent  Workforce Planning - being prepared 1 Fox, A. (2010).

 Changes the way you can do business ◦ Remote Locations ◦ Flexible Work Schedules ◦ Communication ◦ Training ◦ Performance Management  Transfer from touch to knowledge workers ◦ Trend of the type of business in the US ◦ Know the employees’ tech ability  Communication at AA

 Recruiting ◦ Job boards ◦ Interviews ◦ Filtering Applicants  Benefits  Payroll ◦ Job boards ◦ Interviews ◦ Filtering Applicants  What should be consider when choosing an HR system?  Major benefits?

 Change is inevitable, so embrace it  Reasons for change ◦ Forced ◦ Created  Types of change?  Managing change requires: ◦ Plan ◦ Vision ◦ Communication ◦ Engage stakeholders

 Human capital is very different than other types of capital  Retention ◦ What are the disadvantages to losing an employee? ◦ Engagement – creates ownership/fullfilment ◦ Development ◦ Work-life balance  Staffing ◦ Right person in the right position at the right time ◦ Recruitment ◦ Compensation  KSA  Position  Performance  Who’s responsibility?

 Ways to increase quality and efficiency ◦ TQM ◦ ISO 9000 ◦ 6σ ◦ Continuous Improvement ◦ Re-engineering  Paradigm shift  Requires HRM

 Its about the bottom line ◦ What is the responsibility of a corporation? ◦ Who should the corporation value most?  Ways to reduce costs ◦ Downsizing ◦ Outsourcing ◦ Offshoring ◦ Employee leasing - thing of the future?

 What is changing? ◦ Ethnicity ◦ Race ◦ Age-Generations  Talent gaps (baby boomers)  Different needs ◦ Culture  Employee rights/attitudes  Worried about privacy – HIPPA, SS# ◦ Gender  Employee expectations/attitudes  Reasons for having a diversity program?

 HR Manager’s responsibilities ◦ Advice & counsel (be careful!) ◦ All HR functions ◦ Policy ◦ Employee Relations  HR Managers competencies ◦ SME w/ policy ◦ Understand functions/purpose of the organization (business) ◦ Credibility/integrity/trustworthy  HRM can’t be done in a silo

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