1 / 22

Introduction to Managing HR in North America

Introduction to Managing HR in North America. Steve Werner. Why Should I Care About HR?. HR has been shown to affect the firm in many ways including turnover, productivity, and financial performance

traugott
Download Presentation

Introduction to Managing HR in North America

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Introduction to Managing HR in North America Steve Werner

  2. Why Should I Care About HR? • HR has been shown to affect the firm in many ways including turnover, productivity, and financial performance • Studies show that HR effectiveness is positively related to market value, cash flow, and productivity

  3. The Structure of the Book • Topics are organized into three sections • Major changes in environmental factors and HRM • Areas of increased importance • Emerging trends and new issues

  4. Major Changes in Environmental Factors and HRM • Chapter 2 – Staffing and developing the multinational workforce • Chapter 3 – Advances in technology based training • Chapter 4 – New HR challenges in the dynamic environment of legal compliance • Chapter 5 - The changing family and HRM

  5. Areas of Increased Importance • Ethics and HRM • Health, safety and HRM • Competitive advantage through HRM • Counterproductive leader behavior

  6. Emerging Trends and New Issues • Chapter 10 – Outsourcing and HRM • Chapter 11 – The costs of employee benefits • Chapter 12 – Executive compensation: something old, something new • Chapter 13 – HRM after 9/11 and Katrina • Concluding thoughts

  7. The Organizing Framework • Changes in the external and internal environment that have led to the current issue • HR and firm responses to the environment • Outcomes resulting from these responses that affect company stakeholders

  8. The General Environment • Comprised of factors from the surrounding society including the • Demographic segment • Economic segment • Political/legal segment • Sociocultural segment • Technological segment • Global segment

  9. Demographic Segment • Defined by the characteristics of the people who are external stakeholders in the firm. • Includes • Income • Age • Size and location of the relevant population

  10. Economic Segment • Economic and financial condition of the firm’s environment • This segment includes: • Inflation • Interest • Unemployment • Savings rates

  11. Political/legal Segment • Comprised of the laws and the dominant political climate • This legal segment includes: • Tax laws • Antitrust laws • Employment laws • Environmental legislation

  12. Political/legal Segment Continued • The political segment includes: • Current political climate • Educational philosophies • Political agendas • Deregulation philosophies

  13. Socio-cultural Segment • Values held by the firms external stakeholders • The Socio-cultural segment includes: • Societal attitudes • Cultural values

  14. Technological Segment • Technology available to the firm • The Technological Segment includes: • Products • Communications • Applications of knowledge • Data management • Software

  15. Global Segment • Non domestic factors that could affect the firm and its industry • The global segment includes: • World political events • Global product markets • Global material availability • Societal values of other countries

  16. Task Environment • Comprised of factors that directly affect the firm and its industry The task environment includes: Labor market Product market Competitors Other stakeholders

  17. Internal Environment • The internal environment is the environment specific to the firm • The internal environment includes: • Tangible resources such as physical and technological means • Intangible resources such as human resources, reputation, and innovation

  18. Responses • Reactions to inputs from the task environment resulting from changes in the external environment • Reactions can include changes in HR procedures and policies such as hiring and training practices

  19. Outcomes • The results of responses within the company • Outcomes may be positive for some and negative for others

  20. Moderating Factors • These are intervening factors that change the effects of responses • An example of a moderating factor is the external context in which a decision is made

  21. Guidelines • Guidelines result from the feedback of responses and moderating factors • The purpose of guidelines is to increase the probability of positive outcomes for the firm

  22. Conclusion • The book examines the current “hot” topics • Each chapter uses a framework to help organize the chapter • This frameworks examines issues from the broad societal and external issues down to the micro issues of responses by the company

More Related