ln_chap9 - Agenda Course Logistics Practice Exam is...

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Agenda Course Logistics Practice Exam is available Quiz Discuss key case analysis questions during review session next week Organizing & Strategic Human Resources Management (SHRM) What it is Why is it important Key Facts and Legislation Topical Discussion Example
Major Questions You Should Be Able to Answer 9.1 How do effective managers view the role of people in their organization’s success? 9.2 To avoid exposure to legal liabilities, what areas of the law do I need to be aware of? 9.3 How can I reduce mistakes in hiring and find great people who might work for me? 9.4 Once people are hired, what’s the best way to see that they do what they’re supposed to do? 9.5 How can I assess employees’ performance more accurately and give more effective feedback? 9.6 What are the various forms of compensation? 9.7 What are some guidelines for handling promotions, transfers, disciplining, and dismissals? 9.8 What are the principal processes and issues involved in organizing labor unions?
Strategic Human Resource Management Human Resource Management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce Key function of the strategic planning process
Why is SHRM important? Drives organizational performance, enhances the firm’s competitive edge Finding the right people Managing the talent Maintaining an effective workplace Within the constraints of the HRM Environment Legislation Trends in Society Changing Technology
Principles behind SHRM Human Capital Potential of employee knowledge & action Economic value of highly educated, knowledgeable, experienced and skilled workers key intangible asset to an organization’s success Knowledge Workers Main function/concern is generating or interpreting information Social Capital Economic or productive potential of strong, trusting and cooperative relationships
The Role and Value of Human Capital Investments
Planning the Human Resources Needed Strategic human resource planning consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs Understanding Current Employee Needs Predicting Future Employee Needs
Tools of SHRM Understanding Current Needs Job Analysis Basic elements of the job Job analysis drives the Job Description Summary of what/how and why of nature of the job Job description provides the blueprint for the Job Specifications Summary of the minimum qualifications needed to be able to perform the job Example - Firefighting
Tools of SHRM Predicting Future Needs Forecasting capabilities needed in the future Based on strategic goals Impact on Staffing needs Preparation for future needs Sources of Staffing Internal Human Resource Inventory External Bureau of Labor Statistics, US Census bureau Tracking relevant educational/ technological advances

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