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Week 1 Study Notes

Human Resource Management (Available Titles Coursemate)

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Week 1 Study Notes: Book: Human Resource Management Thirteenth Edition, by Robert L Mathis and John H Jackson Chapter 1: Human Resource Management in Organization (pg 2 – 35) Human Resource (HR) Management: Designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. (pg 4) Section 1: HR Headline: The Challenges and Crises Facing HR Management (pgs 3 – 10) A core competency is a unique capability that creates high value and differentiates an organization from its competition. (p 4) Figure 1 – 1 shows some possible areas where human resources may become part of core competencies. Certainly, many organizations have identified that having their human resources as core competencies differentiates them from their competitors and is a key determinant of competitive advantages. (p 4) Figure 1.1: Core Competencies in Possible HR Areas (p 5) Human Capital and HR Human Capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. (p 5) Sometimes human capital is called intellectual capital to reflect the thinking, knowledge, creativity, and decision making that people in organizations contribute. The importance of human capital in organizations can be seen in various ways. One is sheer cost. In some industries, such as the restaurant industry, employee – related expenditures may exceed 60% of total operating cost. (p 5) HR Functions: Hr management can be thought of as a sever interlinked functions taking place within organizations, as depicted in figure 1-2. Additionally, external forces – legal, economic, technological, global, environmental, cultural/ geographic, political, and social – significantly affect how HR functions are designed, managed, and changed. The functions can be grouped as follows: (p 5) Strategic HR Management: As part of maintaining organizational competitiveness, strategic planning for HR effectiveness can be increased through the use of HR metrics and HR technology (p 6) Equal Employment Opportunity: Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities. Staffing: The aim of Staffing is to provide a sufficient supply of qualified individuals to fill jobs in an organization. Workers, job design, and job analysis lay the foundation for staffing by identifying what divers people do in their jobs and how they are affected by them. Through HR planning, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are used when recruiting applicants for job openings (p 6). The selection process is concerned with choosing qualified individuals to fill those jobs.
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