8 Staffing (Cont.)Selection - Process of choosing from a group of applicants the individual best suited for a particular position and the organization
9 Human Resource Development TrainingDevelopmentCareer PlanningCareer DevelopmentOrganizational DevelopmentPerformance ManagementPerformance Appraisal
10 Human Resource Development (Cont.) Training - Designed to provide learners with knowledge and skills needed for their present jobsDevelopment - Involves learning that goes beyond today's job; more long-term focusCareer planning - Ongoing process whereby individual sets career goals and identifies means to achieve them
11 Human Resource Development (Cont.) Career development - Formal approach used by organization to ensure that people with proper qualifications and experiences are available when neededOrganization development - Planned and systematic attempts to change the organization, typically to a more behavioral environment
12 Human Resource Development (Cont.) Performance management - Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organizationPerformance appraisal - Formal system of review and evaluation of individual or team task performance
13 CompensationCompensation - All rewards that individuals receive as a result of their employment
14 CompensationDirect Financial Compensation - Pay that person receives in form of wages, salaries, bonuses, and commissionsIndirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insuranceNonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works
15 Safety and HealthEmployees who work in safe environment and enjoy good health are more likely to be productive and yield long-term benefits to organization.
16 Safety and HealthSafety - Involves protecting employees from injuries caused by work-related accidentsHealth - Refers to employees' freedom from illness and their general physical and mental well being
17 Legal Considerations Federal, state and local legislation Court decisionsPresidential executive orders
18 HR’s Changing Role: Questions That Are Being Asked Can some HR tasks be performed more efficiently by line managers or outside vendors?Can some HR tasks be centralized or eliminated altogether?Can technology perform tasks that were previously done by HR personnel?Many HR departments continue to get smaller.
23 HR as a Strategic Partner HR executives must understand complex organizational designSharp deviation from what has traditionally been an administrative-type role for HR
24 Strategic Activities CEOs Want from HR Make workforce strategies integral to company strategies and goalsLeverage HR’s role in major change initiativesEarn the right to a seat at the corporate tableUnderstand finance and profitsHelp line managers achieve their goals
25 Strategic Activities CEOs Want from HR (Cont.) HR professionals must integrate goals of HR with goals of the organizationMust focus on expanding its strategic and high-level corporate participation with an emphasis on adding valueHR must demonstrate that it can produce a return on investment for its programs
26 Questions to Be Answered to Determine if HR Is Involved Strategically Is HR present at mergers and acquisitions planning meetings, strategy reviews, and restructuring discussions?Does HR provide an annual report on its ROI?Does HR lead the people strategy?Has it developed performance indicators for the success of that strategy?
27 Questions to Be Answered to Determine if HR Is Involved Strategically (Cont.) Is HR rated by its customers?Does the organization conduct strategic versus entitlement employee surveys?Are employee and other survey initiatives linked to customer and financial metrics?Is there an ROI process to evaluate HR initiatives connected to the business strategy?
35 Traditional Human Resource Function in Large Firm Separate sections were often createdPlaced under an HR ManagerEach HR function may have a supervisor & staffHR Manager works closely with top management in formulating policy
36 Traditional Human Resource Functions President and CEOVice President, MarketingVice President, OperationsVice President, FinanceVice President, Human ResourcesManager, Training and DevelopmentManager, CompensationManager, StaffingManager, Safety and HealthManager, Labor Relations
37 A Possible Evolving HR Organization Example President and CEOVice President, OperationsVice President, Strategic Human ResourcesVice President, FinanceVice President, MarketingDirector of Safety and HealthTraining & Development (Outsourced)Compensation (Shared Service Centers)Staffing (Line Managers, Use of Applicant Tracking Systems)
38 NextPART II. HR ETHICAL, LEGAL, AND SOCIAL CONSIDERATIONS Chapter 3: Workforce Diversity, Equal Employment Opportunity, and Affirmative Action