19-05-2012, 12:33 PM
Human Resource Management
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After you have read this chapter, you should be able to:
Discuss why human resources can be a core competency for organizations.
Define HR planning, and outline the HR planning process.
Specify four important HR benchmarking measures.
Identify factors to be considered in forecasting the supply and demand for human resources in an organization.
Discuss several ways to manage a surplus of human resources.
Identify what a human resource information system (HRIS) is and why it is useful when doing HR planning.
Strategic Human Resources Management
Organizational use of employees to gain or keep a competitive advantage against competitors.
Core Competency
A unique capability in the organization that creates high value and that differentiates the organization from its competition.
Organizational Culture
The shared values and beliefs of the workforce
Productivity
A measure of the quantity and quality of work done, considering the cost of the resources used.
A ratio of the inputs and outputs that indicates the value added by an organization.
Quality Products and Services
High quality products and services are the results of HR-enhancements to organizational performance.
Small Business and HR Planning Issues
Attracting and retaining qualified outsiders
Management succession between generations of owners
Evolution of HR activities as business grows
Family relationships and HR policies
Benefits of HR Planning
Better view of the HR dimensions of business decisions
Lower HR costs through better HR management.
More timely recruitment for anticipate HR needs
More inclusion of protected groups through planned increases in workforce diversity.
Better development of managerial talent
Forecasting External HR Supply
Factors affecting external
Net migration for an area
Individuals entering and leaving the workforce
Individuals graduating from schools and colleges
Changing workforce composition and patterns
Economic forecasts
Technological developments and shifts
Actions of competing employers
Government regulations and pressures
Other factors affecting the workforce
Workforce Reductions and the WARN Act
Identifies employer requirements for layoff advance notice.
60-day notice to employees and the local community before a layoff or facility closing involving more than 50 people.
Does not cover part-time or seasonal workers.
Imposes fines for not following notification procedure.
Has hardship clauses for unanticipated closures or lack of business continuance capabilities.
HRIS Design Issues
What information available and what is information needed?
To what uses will the information be put?
What output format compatibility with other systems is required?
Who will be allowed to access to the information?
When and how often will the information be needed?
Intranet
An organizational (internal) network that operates over the Internet.
Extranet
An Internet-linked network that allows employees access to information provided by external entities.
Web-based HRIS Uses
Bulletin boards
Data access
Employee self-service
Extended linkage