Gomez-Mejia, Balkin, & Cardy: Managing Human Resources ...

prettyingmelonManagement

Nov 9, 2013 (3 years and 9 months ago)

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Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall


Chapter 1



Meeting Present
and Emerging
Strategic Human
Resource
Challenges

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Explain how a firm’s human resources
influence its performance


Describe how firms can use HR initiatives to
cope with workplace changes and trends


Distinguish between the role of a firm’s HR
department and the role of the firm’s
managers in utilizing human resources
effectively


HR Department and Managers: An Important
Partnership

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Chapter Outcomes

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Formulate and implement HR strategies that
can help the firm achieve a competitive
advantage


Identify HR strategies that fit corporate and
business unit strategies


Indicate “HR best practices” associated with
high
-
performing firms

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Chapter Outcomes

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Human Resources


Even in tough economic times the
need for talented employees is high


Human Resources = Value of
employees

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Types of Employees


Manager


Line Employee


Staff Employee


Senior Employee


Junior Employee


Exempt Employees


Nonexempt Employees

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Human Resource Strategy

Human Resource Strategy refers to a
firm’s deliberate use of human
resources to help it gain an edge
against its competitors.

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Key HR Challenges for Managers

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Key HR Challenges: Environmental


Rapid Change


The Internet Revolution


Workforce Diversity


Globalization


Legislation


Evolving Work and Family Roles


Skill Shortages


Rise of the Service Sector


Natural Disasters

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Key HR Challenges: Organizational


Competitive Position


Decentralization


Downsizing


Organizational Restructuring


Self
-
Managed Work Teams


The Growth of Small Businesses


Organizational Culture


Technology


Internal and Data Security


Outsourcing


Product Integrity

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Matching People and
Organizations


Ethics and Social Responsibility


Productivity


Empowerment


Brain Drain


Job Insecurity

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Key HR Challenges: Individual

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There are many challenges to overcome, but
we will discuss how a good HR department
works with managers to provide a working
environment that meets and overcomes
these challenges.



Example: Use of the internet helps in
recruitment by screening applicants and also
assists in getting the right person in place by
providing quick and reliable background
checks.


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Overcoming Challenges

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Strategic HR Policies: Benefits


Encouraging Proactive Behavior

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Communicating Company Goals


Stimulating Critical Thinking and
Ongoing Examination of Assumptions


Identifying Gaps Between Current
Situation and Future Vision


Encouraging Line Managers’
Participation


Identifying HR Constraints and
Opportunities


Creating Common Bonds

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Strategic HR Policies: Challenges

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Maintaining a Competitive Advantage


Reinforcing Overall Business Strategy


Avoiding Excessive Concentration on
Day
-
to
-
Day Problems


Develop HR Strategies Suited to Unique
Organizational Features


Coping with the Environment


Securing Management Commitment


Translating the Strategic Plan into Action


Combining Intended and Emergent
Strategies


Accommodating Change

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Strategic HR: Choices


Work Flows


Staffing


Employee Separations


Performance Appraisal


Training and Career Development


Compensation


Employee Rights


Employee and Labor Relations


International Management

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Selecting HR Strategies


To increase firm performance


HR strategies should fit with other
aspects of the organization

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HR Strategies: Fit with Organizational
Strategies

Corporate Strategies


Evolutionary


Steady State


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Porter’s Business Unit Strategies


Cost leadership


Differentiation


Focus

Miles and Snow’s Business Strategies


Defender


Prospector

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HR Strategies: Fit with Environment


Degree of
Uncertainty


Magnitude of
Change


Complexity


Volatility

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HR Strategies: Fit with Organizational
Characteristics



Production Process


Firm’s Market Posture


Firm’s Overall Managerial
Philosophy


Firm’s Organizational Structure


Firm’s Organizational Culture

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HR Strategies: Fit with Organizational Capabilities


Distinctive Competencies


Competitive edge

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HR Strategies should:


Help firm exploit its competencies


Assist the firm to help use its HR skills

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HR and Managers: A Partnership

Role of HR Department is to support
the manager’s HR responsibilities


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HR Audit
:


Conduct periodically


Evaluates how effective firm is at using
human resources


Often is an opportunity to evaluate the
human resource department as well

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Summary and Conclusions


Many challenges in HRM


Plan and Implement HR in a strategic
manner


Policies and procedures should be
congruent


Select strategies that increase
performance


HR department and management
share an important partnership

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Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall

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