Strategy for Human Resource Management Lecture 6

1. Strategy for Human Resource ManagementLecture 6 HRM 765

2. Last Lecture Primary Functions of Management The Strategic Nature of HRM (Partner) Four basic functions: • Staffing • Training and Development • Motivation • Maintenance • How External Influences Affect HRM Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Topic Fundamentals of HRM (Part 2)

4. Staffing Function Activities • Employment planning • Ensures that staffing will contribute to the organization’s mission and strategy • Job analysis • Determining the specific skills, knowledge and abilities needed to be successful in a particular job • Defining the essential functions of the job Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. Staffing Function Activities • Recruitment • the process of attracting a pool of qualified applicants that is representative of all groups in the labor market • Selection • the process of assessing who will be successful on the job, and • the communication of information to assist job candidates in their decision to accept an offer Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. Goals of the Training and Development Function • Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities • Orientation and socialization help employees to adapt • Four phases of training and development • Employee training • Employee development • Organization development • Career development Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. The Motivation Function • Activities in HRM concerned with helping employees exert at high energy levels. • Implications are: • Individual • Managerial • Organizational • Function of two factors: • Ability • Willingness Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. The Motivation Function • Managing motivation includes: • Job design • Setting performance standards • Establishing effective compensation and benefits programs • Understanding motivational theories Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. The Motivation Function • Classic Motivation Theories • Hierarchy of Needs –Maslow • Theory X – Theory Y –McGregor • Motivation – Hygiene – Herzberg Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. Hierarchy of Needs –Maslow

11. How Important is the Maintenance Function • Activities in HRM concerned with maintaining employees’ commitment and loyalty to the organization. • Health • Safety • Communications • Employee assistance programs • Effective communications programs provide for 2-way communication to ensure that employees are well informed and that their voices are heard. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. Translating HRM Functions into Practice • Four Functions: • Employment • Training and development • Compensation/benefits • Employee relations Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. Translating HRM Functions into Practice • Employment - Employment specialists: • coordinate the staffing function • advertising vacancies • perform initial screening • interview • make job offers • do paperwork related to hiring • Training and Development – • help employees to maximize their potential • serve as internal change agents to the organization • provide counseling and career development Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Translating HRM Functions into Practice • Compensation and Benefits – • establish objective and equitable pay systems • design cost-effective benefits packages that help attract and retain high-quality employees. • help employees to effectively utilize their benefits, such as by providing information on retirement planning. • Internal equity • External equity Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Translating HRM Functions into Practice • Employee Relations – involves: • communications • fair application of policies and procedures • data documentation • coordination of activities and services that enhance employee commitment and loyalty Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Translating HRM Functions into Practice • Purpose and Elements of HRM Communications • Keep employees informed of what is happening. • Convey that the organization values employees. • Build trust and openness, and reinforce company goals. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Translating HRM Functions into Practice • Effective Communication programs involve: • Top Management Commitment • Effective Upward Communication • Determining What to Communicate • Allowing for Feedback Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. Does HRM Really Matter? • Research has shown that a fully functioning HR department does make a difference. • Organizations that spend money to have quality HR programs perform better than those who don’t. • Practices that are part of superior HR services include: • rewarding productive work • creating a flexible work-friendly environment • properly recruiting and retaining quality workers • effective communications Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. HRM in an Entrepreneurial Enterprise • General managers may perform HRM functions, HRM activities may be outsourced, or a single generalist may handle all the HRM functions. • Benefits include • freedom from many government regulations • an absence of bureaucracy • an opportunity to share in the success of the business Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. HRM in a Global Village • HRM functions are more complex when employees are located around the world. • Consideration must be given to such things as foreign language training, relocation and orientation processes, etc. • HRM also involves considering the needs of employees’ families when they are sent overseas. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. HR and Corporate Ethics • HRM must: • Make sure employees know about corporate ethics policies • Train employees and supervisors on how to act ethically Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. HR and Corporate Ethics • Establishes penalties for noncompliance. • Provides protection for employees who report executive wrongdoing. • Requires that companies have mechanisms in place where complaints can be received and investigated. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. Summary • The Motivation Function • Translating HRM Functions into Practice • Does HRM Really Matter? • HRM in an Entrepreneurial Enterprise • HRM in a Global Village • HR and Corporate Ethics