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chapter 3 - SeeingPeopleasa StrategicResource Part1...

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Click to edit Master subtitle style Part 1 Seeing People as a  Strategic Resource MGNT 323  Human Resource Management                 Dr. Anderson Chapter 1 Creating Value through Human Resources Chapter 2 Making Human Resource Management Strategic Chapter 3 Ensuring Equal Employment Opportunity  and Safety
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Click to edit Master subtitle style CHAPTER 3 Ensuring Equal Employment  Opportunity and Safety  MGNT 323  Human Resource Management              Dr. Anderson
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Course Goals and Objectives The  Primary  Course Goals and Objectives Addressed in Chapter 3 At the conclusion of the course, the student will be able to: Understand basic employment legislation and EEOC applications. 
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Course Content The  Primary  Course Content Addressed in Chapter 3 This course provides an introduction to the most important functions of  human resource management, including personnel planning, EEO laws,  recruitment, job analysis, selection, performance appraisal, compensation,  and training. The primary topics covered will include: Equal Employment Opportunity
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Course Procedures The  Primary  Course Procedures Addressed in Chapter 3 The course will be taught from the perspective of what a general manager needs  to know about managing human resources in an organization. The role of  human resource management in both small and large organizations is discussed. The instructional methods include lectures, class and small group discussions,  individual and group case studies, experiential exercises, current event topics,  occasional guest speakers, research projects, videos, and a final project.  This chapter will utilize: Lecture Case Study Class Discussion Small Group Discussion Examination 
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Course Themes 1. HRM is Strategic  when it Aligns   with a company’s Competitive  Business Strategy . 2. HRM is Congruent  when it is  Consistent  across all HRM  Functions .
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Strategic HRM {0C6FDD02-7E34-7544-83E0-64B2B4CB82B5} Competitive Business Strategy {B330A022-5405-2E48-8E1F-252371E93362} n Laborer eadership External Labor Orientation {9811E424-A4AA-1747-93B3-64129F12CF0C} Efficiency Standardization Specialization {86289C71-8C7C-9744-8985-3AC3A8408A53} p Internal Labor Orientation {E17FA268-F8DD-9044-89B1-4DA2A446C1AC} Differentiation Competitive Business St {167C8B2B-5304-1942-84D6-DB61647052C4} Innovation Experimentation Broad Representation {9D875B4E-3E37-5441-A93E-C08F33966ABD} Free Agent Differentiation Exter {C6A9730F-BB62-634C-9012-CD9D0C705696} Committed Expert Differentiation HRM is Strategic  when it Aligns  with a company’s  Competitive Business Strategy
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Congruent HRM {C5EC2D46-20F4-7D49-9BA6-92075620F950} Work Design {6D6FE3BA-6403-0F44-84F4-3A03604B9D59} Recruitment {5DC9FC48-0FCD-654D-88EC-BA8229398F98} Selection {786FDB54-0C30-A14C-959A-30DE51AE57AB} Retention and Separation {31E21E82-F395-AF40-8D11-64E0129564DD} Performance Management {A3C574FF-8FAE-A548-A68A-DB93A494DC61}
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