Human Resource Management

Human Resource Management Dept. of Computer Science,BZU,Multan. Presented By DanisHussain

Presented to: Sir Ahmad Tisman Pasha Presenter: DanisHussain. BSIT 3rd Roll # 07-09 Presented By DanisHussain

* High performance Organization * Global HRM Presented By DanisHussain

What is a high performance organization? • High performance organizations (HPOs). • HPOs designed to: • Bring out the best in people. • Produce organizational capability that delivers sustainable organizational results.

High-PerformanceWork Systems • High-performance work systems: the combination of people, technology, and organizational structure that makes full use of the organization’s resources and opportunities in achieving its goals. Presented By DanisHussain

To function as a high-performance work system, an organization needs the right people, technology, and structure. • According to research, organizations that introduce high-performance work practices usually experience increases in productivity and long-term financial performance. Presented By DanisHussain

Elements of a high-performance work system include: • Organizational structure • Task design • People • Reward systems • Information systems Presented By DanisHussain

Elements of a High-Performance Work System Presented By DanisHussain

Outcomes of a High-Performance Work System • High productivity • Efficiency • Higher profits • High quality • Great customer satisfaction • Low employee turnover Presented By DanisHussain

Outcomes of a High-Performance Work System Presented By DanisHussain

Conditions that Contribute to High Performance • Teamwork and empowerment • Knowledge sharing • Job satisfaction • Ethics Presented By DanisHussain

Knowledge Sharing • Learning organization – an organization in which people continually expand their capacity to achieve the results they desire. • Continuous learning – refers to each employee’s and each group’s efforts to gather information and apply the information to their decisions. • A learning culture is an organizational culture in which learning is rewarded, promoted, and supported by manager and organizational objectives. Presented By DanisHussain

HRM’s Contribution to High Performance • HRM practices that can contribute to high performance include: • Job design • Recruitment and selection • Training and development • Performance management • Compensation • Technology Presented By DanisHussain

Employee Performance as a Process Presented By DanisHussain

GLOBAL HUMAN RESOURCE MANAGEMENT Presented By DanisHussain

Cultural Differences Affecting Global Human Resource Management Cultural differences vary from country to country with corresponding differences in HR practices Presented By DanisHussain

Country’s Culture • Set of values, symbols, beliefs, languages, and norms that guide human behavior within country • Learned behavior that develops as individuals grow from childhood to adult • Countries are recognizing that they need to understand culture of countries in which they do business Presented By DanisHussain

Evolution of Global Business • Not long ago, Mercedes-Benz was still a German company, General Electric was American, and Sony was Japanese • Many United States firms such as Coca-Cola, Procter & Gamble, and Texas Instruments do most of their business and employ most of their workers outside the U.S. • Many non-U.S. companies make products here such as with Toyota American making their cars. Presented By DanisHussain

Evolution of Global Business • Exporting - Selling abroad retaining foreign agents and distributors • Licensing - Organization grants foreign firm right to use intellectual properties • Franchising - Parent company grants another firm right to do business in prescribed manner Presented By DanisHussain

Evolution of Global Business (Cont.) • Multinationalcorporation - Firm based in one country and produces goods or provides services in one or more foreign countries • Global corporation - Corporate units in countries are integrated to operate as one organization worldwide - Operates as if the entire world were one entity Presented By DanisHussain

Global Professional in Human Resources (HRCI) • Organizational effectiveness and employee development • Global staffing • International assignment management • Global compensation • International employee relations and regulations Presented By DanisHussain

Global Human Resource Management Global HR managers develop and work through integrated global human resource management system similar to one they experience domestically Presented By DanisHussain

Environment of Global Human Resource Management GLOBAL ENVIRONMENT EXTERNAL ENVIRONMENT UNITED STATES Unions Society INTERNAL ENVIRONMENT 1 Marketing Operations Technology Staffing Legal Considerations Human Resource Management Human Resource Development Unanticipated Events Employee and Labor Relations Compensation Finance Other Functional Areas Economy Safety and Health Shareholders Customers Competition Labor Market Presented By DanisHussain

Global Staffing • Types of Global Staff Members • Approaches to Global Staffing Presented By DanisHussain

Types of Global Staff Members • Employee working in firm who not citizen of country in which firm is located but citizen of country where organization is headquartered • Host-country national - Employee’s nationality same as location of subsidiary • Third-country national - Citizen of one country, working in second country, and employed by organization headquartered in third country Presented By DanisHussain

Approaches to Global Staffing • Companies primarily hire expatriates to staff higher-level foreign positions • When more host-country nationals are used throughout the organization, from top to bottom Presented By DanisHussain

Approaches to Global Staffing (Cont…) • Regional groups of subsidiaries reflecting organization’s strategy and structure work as a unit • Uses worldwide integrated business strategy Presented By DanisHussain

Trends & Innovations: Global E-learning • Globalization has created special need for e-learning • Challenges for global e-learning implementation are language and localization issues • Companies that want to offer courses in several languages usually turn to translators Presented By DanisHussain

Compensation for Host-Country Nationals • Organizations should think globally but act locally • Compensation - Normally, it is slightly above prevailing wages rates in the area • Variations in laws, living costs, tax policies, and other factors all must be considered Presented By DanisHussain

Compensation for Host-Country Nationals (Cont.) • Culture often plays a part in determining compensation • North American compensation practices encourage individualism and high performance • Continental European programs typically emphasize social responsibility • Traditional Japanese approach considers age and company service as primary determinants of compensation Presented By DanisHussain

Global Safety and Health • Important because employees who work in safe environment and enjoy good health more likely to be productive and yield long-term benefits to organization.. Presented By DanisHussain

Thnkx 4 ur attention Presented By DanisHussain

AnY Qu3sTion.......??? Presented By DanisHussain

Human Resource Management