Chapter 1 Notes

Chapter 1 Notes - Chapter 1 The Strategic Role of HR...

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Chapter 1 – The Strategic Role of HR Management Human Resources Management (HRM): the activities, policies, and practices involved in obtaining, utilizing, and retaining the appropriate number of skilled employees to accomplish an organization’s objectives. 1. Attract the best qualified applicants to an organization 2. Engage employees to fully commit skills, abilities, and energy to the organization and to their jobs 3. Maximize employees’ contributions in order to achieve optimal productivity and effectiveness while attaining individual objectives (such as having a challenging job and obtaining recognition) and societal objectives (such as legal compliance and social responsibility) 4. Retain employees so they are not tempted to leave the organization in pursuit of more lucrative employment opportunites Strategic Human Resources Management: the linking of HRM with strategic goals and objectives in order to improve business performance. Strategic HR recognizes an HR department’s partnership role in the strategic planning process HR Strategies refers to specific HR action a company might use to achieve its strategic objectives Some examples of HR include: Analyzing jobs Planning labour needs Selecting, orienting, and training employees Managing compensation Communicating (includes counseling and disciplining) Maintaining employee commitment Ensuring fair treatment Appraising performance Ensuring employee health and safety Maintaining good employee/labour relations Handling complaints and grievances Human Resources Management Responsibilities – Primary role of the HR department is to create a working environment that is conducive to engagement, collaboration, strong employer-employee relations, and maximum productivity, and that empowers employees to exercise their full potential. HR department staff members are involved in five distinct types of activities 1. Serving as an internal organizational consultant and strategic change agent Provide advice to senior management and managers of other departments Advice about HR planning, compliance with legislation, labour market trends, strategies for enhancing engagement and decreasing turnover, sustaining a safe and healthy work environment, approaches to maintaining cooperative management-employee relations, and the administration of collective agreements. 2. Supporting employees HR staff members must be familiar with employment legislation, HR policies and procedures, collective agreements, past practices and the outcome of recent arbitration hearings and court decisions
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