1. © 2011 by Nelson Education Ltd. 1

2.  Review of course outline  Review of evaluation method  Review of course addendum and important dates

3.  HR Management undergoing significant transition  Moving from transactional to strategic  Organizational HR practices affected largely by the external environment – but also impacted by internal factors, i.e. Organizational culture © 2011 by Nelson Education Ltd.

4.  Policies, practices and systems that influence an employee’s behaviour, attitude, and performance in the attainment of organizational goals. © 2011 by Nelson Education Ltd.

5.  Process of linking HR functions with strategic objectives of the organization  Goal of improving performance  Effectiveness of HR is increased through the use of HR Metrics  HR Technology (HRMS) used to help with HR Planning, for instance © 2011 by Nelson Education Ltd.

7.  The number of small businesses is increasing  HR issues becoming significant  Inability to maintain an HR department  Consideration to add an HR person as size increases  HR and Front Line Managers  HR Staff must work with front-line managers to help implement HR systems © 2011 by Nelson Education Ltd.

9.  Organizations manage 4 types of assets:  Physical  Financial  Intangible  Human Capital Collective value of the capabilities, knowledge, skills, life experiences, and motivation of organizational workforce © 2011 by Nelson Education Ltd.

10.  Unique capability that creates high value and differentiates an organization from competitors  What opportunities does the organization create with their human resource practices to help create that competitive advantage? © 2011 by Nelson Education Ltd.

11.  Business Globalization  Outsourcing  Offshoring  Nearshoring  Security and terrorism  Economic and Technological Changes  Occupational shifting  Workforce availability / Quality Concerns © 2011 by Nelson Education Ltd.

12. Organizational costs and restructuring Labour – Employee Retention – Contingent workforce growth – Technological shift / internet Workforce demographics and diversity – Multiculturalism – ensures citizens can keep their identity, take pride in ancestry and have a sense of belonging. Visible minorities - Women Aging workforce © 2011 by Nelson Education Ltd.

13.  In pairs, discuss the impact of contingent work on individuals and their families.  http://www.youtube.com/watch?v=UurnM6Q _Pr4 http://www.youtube.com/watch?v=UurnM6Q _Pr4 © 2011 by Nelson Education Ltd.

15.  Utilize technology to improve administrative efficiency  Most common outsourced functions  EAP – Employee Assistance Program  Pension / retirement planning  Benefits Administration  Training  Payroll Services © 2011 by Nelson Education Ltd.

16.  Advocate  Important for organization – better place to work  Operational Role  Requires HR Professionals to identify and implement needed programs and policies  Tactical in nature, i.e. legislative compliance / job application processing  Sometimes creates conflict between HR and front-line managers © 2011 by Nelson Education Ltd.

18.  Strategic business partner that provides an ROI to organization  Collaborative  HR professionals come together to address shared HR issues © 2011 by Nelson Education Ltd.

19.  Integrated system that provides information used by HR management, in conjunction with other managers in decision making, i.e. payroll, employment equity activities  Purpose of HRMS  Improves efficiency relative to data compilation on employees and HR activities of those employees  Assists with HR Planning – allows managers to make better decisions based on actual information © 2011 by Nelson Education Ltd.

20.  Strategic role of HR entails influencing organizational ethics at all levels  High ethical standards help organizations:  Achieve strategic/profit goals  Have longer term success  Organizational Culture is a primary determinant of ethical behaviour © 2011 by Nelson Education Ltd.

22.  Generalist – has responsibility for variety of HR activities  Specialist – in-depth knowledge and expertise in limited area(s) of HR such as:  Pensions and Benefit Advisor  Staff Recruiter  Labour Relations Officer  Training and Development Coordinator © 2011 by Nelson Education Ltd.

23. Professional associations play an integral role in ensuring HR Professionals practice ethical HR Certification is an integral component of bringing credibility to the HR Profession Certified Human Resources Professional (CHRP) nationally recognized professional designation for HR professionals – Continuing recognition of holder’s professionalism in field – Resource – www.hrpa.cawww.hrpa.ca © 2011 by Nelson Education Ltd.

24.  How has technology transformed HR?  Why is it important for HR to work cooperatively with operating managers? © 2011 by Nelson Education Ltd.

25.  Available at www.zinni.nelson.comwww.zinni.nelson.com  Read this case study and be prepared to answer these questions during a class discussion  Be sure to use your own creative thoughts and ideas, not a direct summary that can be found in the case. © 2011 by Nelson Education Ltd.

26. This chapter touched on the foundational pieces that will guide the remainder of this course. HR movement from traditional to strategic is important for organizations. HR is important to all employees – regardless of their role in the organization. Ethics plays an important role in HR Management HR Professionals in particular, must uphold these standards. HR Profession is guided by a set of ethics © 2011 by Nelson Education Ltd.