Professional Documents
Culture Documents
HRM
strategies
processes Make HR management a top priority Integrate HRM with the companys overall strategy, mission, and goals Be included in strategic planning from the onset Determine what must be done to achieve
priority objectives
2-2
Annual monitoring & modification Fit between org strategy & HRM policies/programs
Recruitment, selection, outsourcing, telecommuting, performance evaluation, compensation
2-3
Details Follow
2-4
Employees are the best qualified Success of any HRM activity They perform jobs that suit their needs, skills, abilities Matching people and activities is easier to accomplish with a diagnostic approach
2-5
Implementation
Evaluation
2-6
Available resources
Guidelines
Competencies
Economic conditions
2-8
Employment planning
Orientation
Career planning
Training
Employee development
2-9
The fastest-growing sectors are the public sector and the third sector
2-10
Two
2-11
Competitive Advantage
Sustainable Competitive Advantage Dealing effectively with employees, customers, suppliers, competitors
How HRM activities are implemented and modified can provide these advantages
2-12
Women
2-13
The location of the organization impacts hiring practices and HRM activities
Rural versus urban International versus local
Corporate strategy
Work groups
Corporate goals
Company Culture
Leader style/experience
2-15
2-16
Most departments have similar goals Differences arise from the importance placed on goals
2-17
2-18
HRM is the effective matching of the nature of the task (job) with the nature of the employee
2-19
Interact continuously
Work interdependently
2-20
The experience/leadership style of the operating manager directly affects HRM activities Orchestrating the skills, experiences, personalities, and motives of individuals
business survival Expands awareness of possibilities Identifies strengths and weaknesses Reveals opportunities Points to the need to evaluate the impact of internal and external forces
2-22
Matching
Strategic plans
Employee characteristics
HRM activities
2-23
Involved in all aspects of organizations operation Makes everyday contributions Comprehensive programs Adaptive to organizations culture Responsive to employee needs Optimizes employee skills, talents, creativity Responsive to global challenges
2-24
More emphasis on
Child and elder care Diversity understanding, training Fair, ethical, prompt issue handling Recruiting/developing skilled labor
2-25
Facts About Downsizing Half of downsized firms end up with as many workers Downsizing in manufacturing is not new Positively correlated to foreign competition
Downsizing
2-27
Temporary
Part time
Contract
Leased
Highest growth rate home health care; medical assistants; computer hardware, data communication, and software
2-28
Abilities
Attitudes, preferences
Intellectual capacities
Styles
2-29
2-30