HRM -1 - CHAPTER -1 : GAINING A COMPETITIVE ADVANTAGE...

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CHAPTER -1 : GAINING A COMPETITIVE ADVANTAGE Comptiveness: refers to a company's ability to maintain and gain market share in its industry. Competiveness is related to company effectiveness, which is determined by wheter the company satisfies the needs of stakeholders. Human Resources Management (HRM): refers to the polices, practices, and systems that influence employees' behavior, attitudes, and performance. The Human Resources department is solely responsible for outplacement, labor law complience, record keeping, testing, unemployment compensation, and some aspects of benefits administration. The Human Resource Management Practices: Analysis design of work. HR planning. Recruiting Selection Training development Compensation Performance management Employee relations Human Resources is a Business with three product lines: Administrative Services and Transactions Compensation, hiring, and staffing. Emphasis: Resource efficiency and service quality. Business partner services → Developing effective HR systems and helping implement business plans, talent management. Emphasis: Knowing the business and exercicing influence -problem solving, designing effective systems to ensure needed competencies. Strategic partner services → Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiations. Emphasis: Knowledge of HR and of the business, competition, the market, and business strategies. WHAT COMPETENCIES DO HR PROFESSIONALS NEED? HR professionals need to have 6 competencies. Credible Activist Competency is the most important for high performance as an HR professional and effective HR leader. Demonstrating these competencies can help HR professionals show managers that they are capable of helping the HR function create value, contribute to the business strategy, and shape the company culture. In the second row of the pyramid there are the cultural steward, talent manager/organizational designer, and strategic architect. The cultural steward is referred to help the employees navigate the culture, facilitate changes, and develop and value the culture. In talent managers or organizational designers shows how to develop a talent, design reward system, and shape the organizations. The strategic architec regognizes business trends and their impact on the business, evidence-based HR, and develops people stratedies that contribute the business strategy. In the bottom of the pyramig we find the Business Ally and the Operational Executor where we need to understand how the business makes money, understand language of business, implementing workplace policies, advacing HR technology, and administer day-
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to-day work of managing people. HOW IS THE HRM FUNCTION CHANGING?
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HRM -1 - CHAPTER -1 : GAINING A COMPETITIVE ADVANTAGE...

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