Chapter 1: the new HRM processHRM- focus on competitive advantage, employee engagement ( job satisfaction , willingness to perform at high level and long term), organizational success (employee engagement, effective management, productivity, profit)HRM CHANGE OVER TIME- They use to be paper pusher who organize personal file, they were more of a cost or revenue center. Now improve organizational revenue and profit by creating the right working environment, they are more of a productivity and profit center by building effectiveness and efficiencyLABOR DEMOGRAPHIC TRENDS- goes up with greater diversity, older worker remain in workforce longer, cultural awareness in language, work ethics, cultural norms.CRITICAL DEPENDENT VARIABLES- productivity, job satisfaction, turnover, absenteeism. Staying awayfrom work and school.LINE MANAGER- controls what the organization does by creating process and assistant employee who produce what the business sales. Straight line of responsibility. STAFF/ HR MANAGERS- advice line manager on issue within their field of specialized knowledge usually depicted on an organization chart using a dotted line. ROLE AND JOB IN HR ORGANIZATION: STAFFING- pair employee with fitting job to allow organization to achieve success over long period of time. COMPENSATION/ BENEFIT- reward employee through compensation and benefit. EMPLOYEE RELATION- maintain employee satisfaction and productivity, through training, evaluation, development, counseling, and employee, and labor relations. SKILL NEED TO WORK HR ROLE.: technical skill- method and technique to perform staff. Human relation skill- possess the ability to work well with individual and groups. Conceptual and design skills- ability to evaluate situation and identify and select reasonable alternatives and make decisions that implement solution. Business skills - analytical and quantitative skills that help manager understand and contribute to the profitability of the organization.SHRM PREDICTION FOR 2018- culture and engagement #1 priority, feedback and analytics explode in maturity, new generation of performance management tool, HR talent and leadership focus on human performance, focus on employee experience overcome process design, digital HR and learning , Diversity inclusion and unconscious bias remain top priority. Chapter 2: strategy driven HRMTHE 4 COMPETENCIES HR NEED TO SUPPORT THE CEO’S CONCERN- assessing organizational need, conflict resolution, change management, due diligence. EXTERNAL INFLUENCERS that manger cannot control- the organization of governments, customers, competition, suppliers, labor force, shareholders, society, technology, and the economy.INTERNAL ENVIRONMENT what manager can control-strategy, structure, and culture.
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