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Chapter 12 Human Resource Management

Chapter 12 Human Resource Management - Chapter 12 Human...

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Chapter 12 Human Resource Management ANNOTATED OUTLINE 1. INTRODUCTION The quality of an organization is, to a large degree, dependent upon the quality of the people it hires and retains. Chapter Twelve examines the concepts of human resource management. 2. WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT Various studies have concluded that an organization’s human resources can be an important strategic tool and can help establish a firm’s sustainable competitive advantage. A.Whether or not an organization has a human resource department, every manager is involved with human resource management activities. B. Managers must see employees as partners, not as costs to be minimized. C. Studies that have explored the link between HRM policies and practices and organizational performance have found that certain HRM policies and practices have a positive impact on performance. 1. These high-performance work practices are human resource policies and practices that lead to both high individual and high organizational performance. 2. Examples of high-performance work practices are shown in Exhibit 12- 1 and PowerPoint slide 12-7 . 3. THE HUMAN RESOURCE MANAGEMENT PROCESS A.The human resource management process consists of activities necessary for staffing the organization and sustaining high employee performance. B. The eight steps of the human resource management process are illustrated in Exhibit 12-2 and PowerPoint slide 12-9 . C. Important Environmental Considerations A number of environmental forces constrain human resource management activities. The two factors most directly influencing the HRM process are employee labor unions and governmental laws and regulations. 1. Unionization can affect a company’s human resource management activities. a. A labor union is an organization that represents workers and seeks to protect their interests through collective bargaining. b. Good labor-management relations, the formal interactions between unions and an organization’s management, are important.
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c. Although only about 13.5 percent of the workforce in the United States is unionized, that percentage is higher in other countries. 2. Federal laws and regulations have greatly expanded the federal government’s influence over HRM (see Exhibit 12-3 and PowerPoint slide 12-11 ). Balance of the “should and should-nots” of many of these laws often fall within the realm of affirmative action —programs that enhance the organizational status of members of protected groups. 4. HUMAN RESOURCE PLANNING Human resource planning is ensuring that the organization has the right number and kinds of capable people in the right places and at the right times. A.Current Assessment Managers begin HR planning by conducting a current assessment of the organization’s human resource status.
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