山东工商学院原文HRMchapter 1pptConvertor.docx

山东工商学院原文HRMchapter 1pptConvertor.docx

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山东工商学院原文HRMchapter1pptConvertor

HumanResourceManagement:

GainingaCompetitiveAdvantage

Chapter1

HumanResourceManagement:

GainingaCompetitiveAdvantage

Copyright©2010bytheMcGraw-HillCompanies,Inc.Allrightsreserved.

McGraw-Hill/Irwin

MultimediaLectureSupportPackagetoAccompanyBasicMarketing

LectureScript6-1

ChapterIdiscussestherolesandskillsthatahumanresourcemanagementdepartmentand/ormanagersneedforanycompanytobecompetitive.Thesecond

sectionofthechapteridentifiesthecompetitivechallengesthatU.S.companiescurrentlyface,whichinfluencetheirabilitytomeettheneedsofshareholders,customers,

employees,andotherstakeholders.Chapter1discusseshowthesecompetitivechallengesareinfluencingHRM.ThechapterconcludesbyhighlightingtheHRMpractices

andthewaystheyhelpcompaniescompete.

LearningObjectives

Discussrolesandactivitiesofacompany’sHRMfunction

Discussimplicationsoftheeconomy,makeupofthelaborforce,andethicsforcompanysustainability

DiscusshowHRMaffectsacompany’sbalancedscorecard

Discusswhatcompaniesshoulddotocompeteintheglobalmarketplace

IdentifythecharacteristicsoftheworkforceandhowtheyinfluenceHRM

DiscussHRMpracticesthatsupporthigh-performanceworksystems

ProvideabriefdescriptionofHRMpractices

1-2

MultimediaLectureSupportPackagetoAccompanyBasicMarketing

LectureScript6-2

Afterreadingthischapter,youshouldbeableto:

Discusstherolesandactivitiesofacompany’shumanresourcemanagementfunction

Discusstheimplicationsoftheeconomy,themakeupofthelaborforce,andethicsforcompanysustainability

Discusshowhumanresourcemanagementaffectsacompany’sbalancedscorecard

Discusswhatcompaniesshoulddotocompeteintheglobalmarketplace

Identifythecharacteristicsoftheworkforceandhowtheyinfluencehumanresourcemanagement

Discusshumanresourcemanagementpracticesthatsupporthigh-performanceworksystems

Provideabriefdescriptionofhumanresourcemanagementpractices

Introduction

Competitiveness–acompany’sabilitytomaintainandgainmarketshare

Humanresourcemanagement–thepolicies,practices,andsystemsthatinfluenceemployees’behavior,attitudes,andperformance

.

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MultimediaLectureSupportPackagetoAccompanyBasicMarketing

LectureScript6-3

Competitivenessreferstoacompany’sabilitytomaintainandgainmarketshareinitsindustry.Competitivenessisrelatedtocompanyeffectiveness,whichisdeterminedbywhetherthecompanysatisfiestheneedsofstakeholders（groupsaffectedbybusinesspractices）.Importantstakeholdersincludestockholders,whowantareturnontheirinvestment;customers,whowantahigh-qualityproductorservice;andemployees,whodesireinterestingworkandreasonablecompensationfortheirservices.

Humanresourcemanagementreferstothepolicies,practices,andsystemsthatinfluenceemployees’behavior,attitudes,andperformance

--ManycompaniesrefertoHRMasinvolving“peoplepractices"

HumanResourceManagementPractices

1-4

Figure1.1emphasizesthatthereareseveralimportantHRMpractices.Thestrategyunderlyingthesepracticesneedstobeconsideredtomaximizetheirinfluenceoncompanyperformance.Asthefigureshows,HRMpracticesincludeanalyzinganddesigningwork,determininghumanresourceneeds（HRplanning）,attractingpotentialemployees（recruiting）,choosingemployees（selection）,teachingemployeeshowtoperformtheirjobsandpreparingthemforthefuture（traininganddevelopment）,rewardingemployees（compensation）,

evaluatingtheirperformance（performancemanagement）,andcreatingapositive

workenvironment（employeerelations）.

4

ResponsibilitiesofHRDepartments

EmploymentandRecruiting

TrainingandDevelopment

Compensation

Benefits

EmployeeServices

EmployeeandCommunityRelations

PersonnelRecords

HealthandSafety

StrategicPlanning

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LectureScript6-5

ThisslideshowstheresponsibilitiesofHRdepartments.TheHRdepartmentissolelyresponsibleforoutplacement,laborlawcompliance,recordkeeping,testing,unemploymentcompensation,andsomeaspectsofbenefitsadministration.TheHRdepartmentismostlikelytocollaboratewithothercompanyfunctionsonemploymentinterviewing,performancemanagementanddiscipline,andeffortstoimprovequalityandproductivity.LargecompaniesaremorelikelythansmallonestoemployHRspecialists,withbenefitsspecialistsbeingthemostprevalent.

Othercommonspecializationsincluderecruitment,compensation,andtraininganddevelopment.ManydifferentrolesandresponsibilitiescanbeperformedbytheHRdepartment

dependingonthesizeofthecompany,thecharacteristicsoftheworkforce,theindustry,andthevaluesystemofcompanymanagement.

HRasaBusinesswith3ProductLines

Administrative

Servicesand

Transactions

Business

Partner

Services

StrategicPartner

Human

Resources

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LectureScript6-6

ThenewerHRproducts—businesspartnerservicesandthestrategicpartnerrole—aretheHRfunctionsthatarebeingchallengedbytopmanagerstodeliver.OnewaytothinktherolesandresponsibilitiesofHRdepartmentistoconsiderHRasabusinesswithinthecompanywiththreeproductlines.

1.AdministrativeServicesandTransactions:

Compensation,hiringandstaffing•Emphasis:

Resourceefficiency

andservicequality.

BusinessPartnerServices:

DevelopingeffectiveHRsystemsandhelpingimplementbusinessplans,talentmanagement•Emphasis:

Knowingthebusinessandexercisinginfluence—problemsolving,designingeffectivesystemstoensureneededcompetencies

3.StrategicPartner:

Contributingtobusinessstrategybasedonconsiderationsofhumancapital,businesscapabilities,readiness,anddevelopingHRpracticesasstrategicdifferentiators

•Emphasis:

KnowledgeofHRandofthebusiness,competition,themarket,andbusinessstrategies

6CompetenciesfortheHRProfession

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Figure1.3showsthesixcompetenciesthatareneededfortheHRprofession.

1.Credibleactivist:

deliversresultswithintegrity,sharesinformation,buildstrustingrelationships,andinfluencesothers,providingcandidobservation,takingappropriaterisks.

2.Culturalsteward:

facilitateschange,developsandvaluestheculture,andhelpsemployeesnavigatetheculture.

3.Talentmanager/organizationaldesigner:

developtalent,designrewardsystems,andshapestheorganization.

4.Strategicarchitect:

recognizesbusinesstrendsandtheirimpactonthebusiness,evidence-basedHR,anddevelopspeoplestrategiesthatcontributetothebusinessstrategy.

5.BusinessAlly:

understandshowthebusinessmakesmoneyandthelanguageofthebusiness.

6.Operationalexecutor:

implementsworkplacepolicies,advancesHRtechnology,andadministersday-to-dayworkofmaintainingpeople.

HowistheHRMFunctionChanging?

Timespentonadministrativetasksisdecreasing.

HRrolesasastrategicbusinesspartner,changeagent,andemployeeadvocateareincreasing.

HRmanagersarechallengedtoshiftfocusfromcurrentoperationstofuturestrategiesandpreparenon-HRmanagerstodevelopandimplementHRpractices.

Thisshiftpresentstwoimportantchallenges:

Self-service–givingemployeesonlineaccesstoinformationaboutHRissues

Outsourcing–thepracticeofhavinganothercompanyprovideservicestosavemoneyandspendmoretimeonstrategicbusinessissues.

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MultimediaLectureSupportPackagetoAccompanyBasicMarketing

LectureScript6-8

TheamountoftimethattheHRMfunctiondevotestoadministrativetasksisdecreasinganditsrolesasastrategicbusinesspartner,changeagent,andemployeeadvocateareincreasing

Inshiftingthefocusfromcurrentoperationstostrategiesforthefutureandpreparingnon-HRmanagerstodevelopandimplementHRpractices,HRmanagersfacetwoimportantchallenges:

Self-servicereferstogivingemployeesonlineaccesstoinformationaboutHRissues

Outsourcingreferstothepracticeofhavinganothercompanyprovideservices

QuestionsUsedtoDetermineIfHumanResourcesArePlayingaStrategicRoleintheBusiness

1.WhatisHRdoingtoprovidevalue-addedservicestointernalclients?

2.WhatcantheHRdepartmentaddtothebottomline?

3.HowareyoumeasuringtheeffectivenessofHR?

4.Howcanwereinvestinemployees?

5.WhatHRstrategywillweusetogetthebusinessfrompointAtopointB?

6.Whatmakesanemployeewanttostayatourcompany?

7.HowarewegoingtoinvestinHRsothatwehaveabetterHRdepartmentthanourcompetitors?

8.FromanHRperspective,whatshouldwebedoingtoimproveourmarketplaceposition?

9.What’sthebestchangewecanmaketoprepareforthefuture?

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LectureScript6-9

Table1.2providesseveralquestionsthatmanagerscanusetodetermineifHRMisplayingastrategicroleinthebusiness.Ifthesequestionshavenotbeenconsidered,

itishighlyunlikelythat

（1）thecompanyispreparedtodealwithcompetitivechallengesor

（2）humanresourcesarebeingusedtohelpacompanygainacompetitiveadvantage.Thebottomlineforevaluatingtherelationshipbetweenhumanresourcemanagementandthebusinessstrategyistoconsiderthisquestion:

“WhatisHRdoingtoensurethattherightpeoplewiththerightskillsaredoingtherightthingsinthe

jobsthatareimportantfortheexecutionofthebusinessstrategy?

”WhyhaveHRMroleschanged?

ManagersseeHRMasthemostimportantleverforcompaniesto