Introduction to Human Resources. The HR manager as a strategic business partner n Three dimensions...
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Transcript of Introduction to Human Resources. The HR manager as a strategic business partner n Three dimensions...
Introduction to Human ResourcesIntroduction to Human Resources
The HR manager as a strategic business partner
Three dimensions are Three dimensions are critical in the design critical in the design and practice of HRand practice of HR
The HR manager as a strategic business partner
Bottom line impactBottom line impact The success of the HR The success of the HR
function depends on the function depends on the extent to which HR extent to which HR managers see managers see themselves as strategic themselves as strategic business partnersbusiness partners
BottomLine Impact
The HR manager as a strategic business partner
Legal implicationsLegal implications Many HR policies and Many HR policies and
procedures are driven in procedures are driven in large part by a number large part by a number of federal, state and of federal, state and local employment lawslocal employment laws
Compliance (or Compliance (or noncompliance) can noncompliance) can have a dramatic have a dramatic bottom-line impactbottom-line impact
LegalImplications
BottomLine Impact
The HR manager as a strategic business partner
Ethical considerationsEthical considerations Ethical organizational Ethical organizational
behavior is good behavior is good businessbusiness
Public and customer Public and customer relationsrelations
Employee morale and Employee morale and commitmentcommitment
Management self-Management self-respect and pride in respect and pride in achievementachievement
EthicalConsiderations
LegalImplications
BottomLine Impact
The HR manager as a strategic business partner
BottomLine Impact
LegalImplications
EthicalImplications
Sound HR policies Sound HR policies maximize each maximize each dimensiondimension
The dimensions are The dimensions are not mutually exclusive not mutually exclusive
They complement and They complement and support each othersupport each other
You’ve been assigned You’ve been assigned to be the VP of HR for to be the VP of HR for a new manufacturing a new manufacturing plant to be located in plant to be located in midtown Kansas Citymidtown Kansas City
What should you do?What should you do?
The HR manager as a strategic business partner
What specific functions must be in What specific functions must be in operation for effective strategic HR?operation for effective strategic HR?
Defining the work that needs to be done.
Job (work) analysisJob (work) analysis Organizational structureOrganizational structure Management strategies:Management strategies:
Teams?Teams? Individual Individual
contributors?contributors? Decline of the jobDecline of the job
Defining the skills that are needed to accomplish the work
KSA’s:KSA’s: KnowledgeKnowledge SkillsSkills AbilitiesAbilities
How will you find the How will you find the right skills and match right skills and match them to the required them to the required work?work?
Maximizing the Job-Person Match
Recruitment:Recruitment: What type of What type of
potential workers potential workers have the skills?have the skills?
How will we How will we attract them to attract them to our organization?our organization?
Maximizing the Job-Person Match
SelectionSelection How will you measure How will you measure
the type and level of the type and level of skills of job candidates?skills of job candidates?
How will ensure that they How will ensure that they adequately match the type adequately match the type and level needed for the and level needed for the required work?required work?
Maximizing the Job-Person Match Training & DevelopmentTraining & Development
How do you train:How do you train: New workers without the skills you New workers without the skills you
need?need? New workers about company-New workers about company-
specific KSA’s?specific KSA’s? Longer tenured workers in new Longer tenured workers in new
knowledge, skills and technologies? knowledge, skills and technologies? All workers to effectively function All workers to effectively function
in a changing workplace?in a changing workplace?
Motivating Workers
How do you ensure that How do you ensure that workers are motivated to workers are motivated to perform effectively and perform effectively and efficiently?efficiently?
How do you ensure that How do you ensure that workers want to remain with workers want to remain with the organization?the organization?
Motivating Workers CompensationCompensation
Providing a competitive base Providing a competitive base salarysalary
Designing motivational Designing motivational incentives to elicit the incentives to elicit the desired behavior desired behavior
Achieving internal fairnessAchieving internal fairness Matching the organization’s Matching the organization’s
strategic approach to strategic approach to employmentemployment
Motivating Workers BenefitsBenefits
Determining what employees Determining what employees want and needwant and need
Determining what the Determining what the competition offerscompetition offers
Remaining affordableRemaining affordable Communicating value of Communicating value of
benefits benefits Matching the organization’s Matching the organization’s
strategic approach to strategic approach to employmentemployment
Motivating Workers Being a “preferred Being a “preferred
employer”employer” Fairness in procedures, Fairness in procedures,
policies, management behavior policies, management behavior and attitudesand attitudes
Empowering employees and Empowering employees and respecting their knowledge and respecting their knowledge and capabilitiescapabilities
Communicating management Communicating management intentions, actions and intentions, actions and strategiesstrategies
Maintaining Employee Relationships
Labor RelationsLabor Relations Maintaining positive Maintaining positive
relationships with relationships with unionsunions
NegotiationNegotiation Administration of Administration of
contractcontract Seniority systemsSeniority systems Grievance systemsGrievance systems
Maintaining Employee Relationships
Employee RelationsEmployee Relations Remaining union free through Remaining union free through
sound, superior human resource sound, superior human resource policiespolicies
Listening to employee suggestions Listening to employee suggestions and complaintsand complaints
Creating an environment where Creating an environment where employees believe they can employees believe they can change conditionschange conditions
Ensuring a Productive Workplace Measuring and managing Measuring and managing
performanceperformance Aligning personal goals with Aligning personal goals with
organizational goalsorganizational goals Accomplishing goalsAccomplishing goals Controlling absenteeismControlling absenteeism Coaching, encouragement Coaching, encouragement DisciplineDiscipline
Ensuring a Productive Workplace
Health and safetyHealth and safety Wellness programsWellness programs Employee Employee
Assistance ProgramsAssistance Programs Workers’ Workers’
compensationcompensation Anticipating Anticipating
violenceviolence
Linking HR to Company Strategy Maintain a focus on business Maintain a focus on business
strategystrategy Monitoring and evaluating HR Monitoring and evaluating HR
programs for relevance and programs for relevance and effectivenesseffectiveness
HR PlanningHR Planning HR Information SystemsHR Information Systems Keeping abreast of unfolding Keeping abreast of unfolding
legal, business and HR issueslegal, business and HR issues