Chapter 1

1. Chapter 1 Strategic Role of HRM

2. Know HR Critical for all managers • So you don’t make mistakes • Lawsuits • Turnover • Low productivity • High costs of mistakes

3. Managers achieve goals with and through others • Management Functions • Planning • Organizing • Staffing…..HR Focus • Leading • Controlling

4. Line and Staff aspects of HR • Authority…the right to direct others • Line authority • Staff authority • Implied authority

5. Staffing Functions • Job analysis • Personnel planning • Selection, hiring, terminations • Performance appraisals • Legal compliance • Training and Development • Compensation • Safety • Labor relations • Testing

6. HR walks a fine line • Must assist management but still be an advocate for employees • Look page #8 HR Org. Chart • Look Page #9 Who handles what?

7. HR’s Changing Role • 1. Becoming broader • 2. Globalization • 3. Tech advances • 4. Exporting jobs • by 2015 3 million jobs will move off shore • 5. Nature of work • Increase in nontraditional workers • Increase need for knowledge workers • Human Capital • Service workers

8. Changing role cont. • 6. Workforce demographics • Decreased numbers of older workers • Asian increase of 81% since 92 • Hispanic increase of 8% since 92 • 45% working women have children under age 3

9. The HR Scorecard • Measures HR contribution to the organizations strategic direction • Measures value creation • METRICS performance measures • page 15 • HR on average = .8% operating exp. • 1 HR person to 100 employees

10. HPWS • High Performance Work Systems • HR policies and practices designed for a particular set of strategic goals. • better at hiring, screening training, testing etc.

11. New HR Proficiencies • You must: • 1. Know HR functions • 2. Have business knowledge • 3. Leadership • 4. Be a great learner • 5. Know law

12. Ethics and HR • HR is involved in initiation of ethical values and Codes of Ethics • Example • Sarbanes Oxley • Erroneous financial reporting • No personal loans to execs • Execs give up stock options and bonuses in reports are not accurate

13. Society of Human Resource Management SHRM • HR Certifications • PHR • Student PHR • SPHR • Look #19 Body of knowledge covered on certification tests • Back of book page # 685

14. ___refers to the tendency of firms to extend their business to new markets abroad . • A. Exporting • B. Employment exodus • C. Globalization

15. Today over ____ of the U.S. workforce is employed in producing and delivering services not products. • ½ • ¾ • 2/3

16. ______ are being used more and more to help contain costs. More than 13 million people in U S workforce • Human capital • Non traditional workers • Metrics

17. ____ ____ refers to the knowledge, education, training, skills and expertise of a firms workers. • Non traditional workers • Human capital • Metrics

18. A ____ is a firm’s plan for how it will balance its internal strengths and weaknesses with external strengths and opportunities. • Metrics • Strategy • Demographics

19. Between 1992 and 2005 Asian workers and others will jump by just over ____ percent • 90 • 81 • 35

20. Hispanics represent ___ of the civilian labor force in 2005. • 25% • 80% • 11%

21. Employers have to replace more and more _____ workers • Female • Retiring • Asian

22. Today’s HR managers must be able to envision how HR policies and practices will support _____. • Higher levels of productivity • Strategic change • All above

23. _____ are sets of performance measures HR uses to provide quantitative evidence to assess operation of their policies and practices • ROI • Turnover rates • Metrics

24. Median HR expenses as a proportion of operational expense should be about • _____% • 1 • .9 • 20

25. There is usually ___ HR staff for every • _____employees • 2,100 • 1/100 • 5,5000

26. The _________ measures the HR functions effectiveness and efficiency in producing employee behaviors needed to achieve the company’s strategic goals • HR metric system • HRPW • HR Scorecard