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3.HRMPart1F09 - Connecting People to People-HRM Strategic...

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Unformatted text preview: Connecting People to People-HRM Strategic Human Resource Management ◦ The Process ◦ Step 4-Plan HR Needed ◦ Legal Requirements ◦ Step 5-Recruit and Select Recruitment: Your Data Selection: Honesty Tests Connecting People to People is about helping employees/team members create/ maintain networks of people (internal/ external) who add value to their work and ultimately value to the organization How does Human Resource Management achieve this? Human Resource Management consists of the activities managers (team members) perform to plan for, attract, develop, and retain an effective workforce. People are an organization’s most important resource… “If you’re not thinking all the time about making every person valuable, you don’t have a chance,” former GE CEO Jack Welch (p. 277) Human Resources has become part of the strategic- planning process for many successful companies. The SHRM process is provided in Figure 9.1 We have discussed steps 1-3 Step 4: Plan HR needed Step 5: Recruit/Select Step 6: Orient/Train/Develop Step 7: Appraise/Compensate Strategic human resource planning consists of developing a systematic, comprehensive strategy for… ◦ Understanding current employee needs ◦ Predicting future employee needs How do we understand and predict? Understanding current employee needs ◦ Job Analysis: determining the basic elements of a job …how do you collect the information? (DOT and O*Net; http://online.onetcenter.org/ ) ◦ The Job Analysis provides us with information that is used for every function of HR http://www.careerinfonet.org/ occ_rep.asp? optstatus=011000000&soccode =518031&id=1&nodeid=2&stfip s=12&search=Go Understanding current employee needs ◦ Job Description : summarizes what the holder of the job does and how and why he or she does it (the t asks, d uties, r esponsibilities) ◦ Job Specification : describes the qualifications a person must have to perform the job successfully (k nowledge, s kills, a bilities, and o ther characteristics) 2 Examples: Norwest (below) & Red Cross (shown in class) Predicting Future Employee Needs ◦ Need to become knowledgeable about the human resources the organization might need and the likely sources for those human resources (internal or external): HR Inventory (internal)-a report listing the employees by name, education, training, languages, developmental experiences, etc. Labor Forecasts (O*Net; U.S. Bureau of Labor Statistics; external) Whatever the strategy, a U.S. organization (and U.S. divisions overseas) must operate within the environment of American Law. Table 9.1 (pages 281-282) list several laws and regulations…these are the ones I would like you to know: 1. Labor Relations: Sarbanes-Oxley Act (Section 806) 2. Health and Safety: OSHA 3. Equal Employment Opportunity: Equal Pay Act; Civil Rights Act, Title VII, 1964 & 1991; ADEA; ADA Three concepts covered by EEO laws:...
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3.HRMPart1F09 - Connecting People to People-HRM Strategic...

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