Human Resource Management: Gaining a Competitive Advantage - Chapter 1

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3 Competitive Challenges Influencing HRM 5 Legal Areas that Influenced HRM

1. Technology 2. Sustainability 3. Globalization 1. Equal employment opportunity legislation 2. Employee safety and health 3. Employee pay and benefits 4. Employee privacy 5. Job security Independent contractors, on-call workers, temporary workers, and contract company workers who are not employed full-time by the company. A means of performance measurement that gives managers a chance to look at their company from the perspectives of internal and external customers, employees, and shareholders. -Aging of the workforce -Increased diversity of workforce -Influence of immigration A company's ability to maintain and gain market share in its industry

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HR as a Business with Three Product Lines

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Alternative work arrangements

1.Administrative Services and Transactions: Compensation, hiring and staffing 2. Business Partner Services: Developing effective HR systems and helping implement business plans, talent management 3.Strategic Partner: Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators HR metrics such as productivity, absenteeism that are accessible by employees and managers through the company intranet or human resource information system. 1. Employee assistance and counseling 2. Flexible spending account administration 3. Background and criminal background checks A system used to acquire, store, manipulate, analyze, retrieve, and distribute HR information. Policies, practices, and systems that influence employees' behavior, attitudes, and performance. 1. Analysis and design of work 2. HR planning 3. Recruiting 4. Selection 5. Training and development 6. Compensation 7. Performance management 8. Employee relations A type of company asset including human capital, customer capital, social capital, and intellectual capital. Labor force of current employees Time spent on administrative tasks is decreasing.

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HR Dashboard

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Balanced Scorecard

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Changing Demographics and Diversity of the Workforce Competitiveness Electronic human resource management (eHRM) Employee engagement

HR responsibilities most likely to be outsourced completely Human Resource Information System (HRIS) Human resource management (HRM) Human Resource Management Practices

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The processing and transmission of digitized information used in HRM, including text, sound, and visual images from one computer or electronic device to another. The degree to which employees are fully involved in their work and the strength of their commitment to their job and the company Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. Demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, shareholders) Persons outside the firm who are actively seeking employment. Work systems that maximize the fit between the company's social system and technical system.

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Empowering

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Intangible assets Internal Labor Force Is time spent on administrative tasks increasing or decreasing?

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Evidence-based HR

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External Labor Market Highperformance work systems

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ISO 9000:2000

Quality standards, developed by the International Organization for Standardization (ISO) in Geneva, Switzerland, adopted worldwide Employees who contribute to the company not through manual labor, but through what they know about customers or a specialized body of knowledge. A process used to determine how to use less effort, time, equipment, and space but still meet customers' requirements. A culture of lifelong learning, enabling all employees to continually acquire and share knowledge An award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies. Exporting jobs from developed countries to less developed countries Exporting jobs to rural parts of the United States The practice of having another company (a vendor, third-party provider, or consultant) provide services Expectations of employee contributions and what the company will provide in return 1. Employment and recruiting 2. Training and development 3. Compensation 4. Benefits 5. Employee services 6. Employee and community relations 7. Personnel records 8.Health and safety 9.Strategic planning A congressional act passed in response to illegal and unethical behavior by managers and executives. The Act sets stricter rules for business especially accounting practices including requiring more open and consistent disclosure of financial data, CEOs' assurance that the data is completely accurate, and provisions that affect the employee-employer relationship (e.g., development of a code of conduct for senior financial officers) Giving employees online access to HR information

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Six Competencies for the HR Profession

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Knowledge workers

1. Credible Activist (most important) 2. Cultural Steward 3. Talent Manager/ Organizational Designer 4. Strategic Architect 5. Business Ally 6. Operational Executor System of measuring, analyzing, improving, and controlling processes once they meet quality standards. 1. Communicating effectively with employees from a wide variety of cultural backgrounds 2. Coaching and developing employees of different ages, educational backgrounds, ethnicity, physical ability, and race 3. Providing performance feedback that is based on objective outcomes rather than values and stereotypes that work against women, minorities, and handicapped persons by prejudging these persons' abilities and talents 4. Creating a work environment that makes it comfortable for employees of all backgrounds to be creative and innovative 5. Recognizing and responding to generational issues 1. Identifying new business opportunities 2. Assessing possible merger, acquisition, or divestiture strategies 3. Working on recruiting and developing talent A company's ability to make a profit without sacrificing the resources of its employees, the community, or the environment. A systematic planned strategic effort by companies to attracting, retaining, developing and motivating highly skilled employees and managers 1. Link human resource management activities to the company's business strategy 2. Evaluate the extent to which the HRM function is helping the company meet its strategic objectives A cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity. 1. Shifting their focus from current operations to strategies for the future. This shift presents two challenges: self-service and outsourcing. 2. Preparing non-HR managers to develop and implement human resource practices

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Six Sigma Process Skills to successfully manage a diverse workforce

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Lean Thinking

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Learning organization Malcolm Baldrige National Quality Award Offshoring Onshoring Outsourcing

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Psychological contract Responsibilities of HR Departments

Strategic business issues that HR might help address Sustainability

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Talent management

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Sarbanes-Oxley Act of 2002

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The balanced scorecard should be used to _____? Total quality management

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Self-Service

Two important challenges faced by HR managers

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What question should you ask to evaluate the relationship between HRM and the business strategy? Which HR roles are increasing? Why have HRM roles changed?

What is HR doing to ensure that the right people with the right skills are doing the right things in the jobs that are important for the execution of the business strategy? HR roles as a strategic business partner, change agent and employee advocate are increasing. Managers see HRM as the most important lever for companies to gain a competitive advantage over both domestic and foreign competitors.

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