MGT303classnotes

MGT303classnotes -...

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Human Resource Management: Gaining a Competitive  Advantage 19:52 Human Resource Management—the policies, practices, and systems that influence  employees’ behavior, attitudes, and performance  Human Resource Management Practices: Strategic HRM Analysis and design of work HR planning Recruiting Selection Training and development Compensation Performance management Employee relations  HR Responsibilities Employment and recruiting Training and development  Compensation Benefits  Employee services  Employee and Community relations  Personnel records Health and safety  Strategic planning 
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Legal “police”  Policy and procedure development  Employee engagement  Health and wellness  Performance appraisals  Aid in disciplinary action  6 competencies for the HR profession: Credible activist Cultural steward Talent manager/org designer Strategic architect Business ally Operational executor  Changing HRM functions Time spent on administrative tasks is decreasing  Shifting focus from current operations to future strategies and preparing non-HR  managers to develop and implement HR practices Shift presents two important challenges: Self-service—giving employees online access to information about HR issues Outsourcing—the practice of having another company provide services to save money  and spend more time on strategic business issues  Evidence-based HR—demonstrating the human resource practices have a positive  influence on the company’s bottom line or key stakeholders Successful HR business partners
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Knowledge: Business acumen Workforce planning Engagement Succession management Performance management Retention  Skills: Leadership Metrics use and development Innovation skills Cost/benefit analysis Presentation skills Employee development  *For a business unit with $100M USD in revenue, effective HR support translates to an  increase in revenue of $7M USD HR Business Partner—4 jobs in 1, with tensions between the roles Operations Manager—measure and monitor existing policies and procedures Strategic Partner—craft and implement enterprise-wide strategies to chronic challenges Emergency Responder—provide immediate fixes to acute emergencies Employee Mediator—create sustained solutions to individual employee challenges  Ethical HR Practices: 
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This note was uploaded on 01/19/2012 for the course MGT 303 taught by Professor Waugh during the Spring '11 term at Miami University.

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MGT303classnotes -...

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