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Strategic HRM - Lesson 4
1.
© 2016 SkimaTalk, Inc. SkimaTalk Official Course Strategic Human Resource Management Lesson 4: Becoming an Employee Champion
2.
Key Vocabulary / Concepts 2 Become familiar with the following words before this lesson’s case study motivation Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role, or subject. commitment Engagement / involvement. values Important and lasting beliefs or ideals that are shared by members of a culture about what is good or bad.
3.
Case Study: GE’s Workout 3 In the late 1980s, GE developed a process called “Workout” that focused on eliminating non-valued work. For example, many of the bureaucratic processes such as reports, approvals, procedures, measures, and meetings that were no longer useful were discarded. “Workout” helped GE become a more lean, efficient, and responsive organization. This process provided employees with more time for activities that added value. Today, more and more demanding work is assigned to employees, sometimes with even fewer resources. The efforts by HR professionals to reduce the demands placed on employees can enhance employees’ motivation and commitment to an organization. Please describe some examples of non-valued work in your organization.Q
4.
Case Study: Southwest Airlines’ Fun Culture 4 In 2014, Southwest was named one of the “Best Places to Work” by Glassdoor, an award determined by current and previous employees. Southwest’s corporate culture makes the airline unique. The flight attendants are famous for dancing, singing, and doing whatever works to entertain their passengers during a flight. The fun culture works as a resource that helps every employee be motivated and accomplish their work in a unique way. Southwest continues to succeed in motivating their employees’ contributions and commitment. The efforts of the company’s HR professionals to increase “resources”* engage not only their employees’ bodies and time, but also minds and souls. *e.g. culture, values, any actions / practices that enable employees to accomplish their work. Please describe some examples of the resources (culture, values, actions / practices) that your organization creates for its employees.Q
5.
Discussion: Becoming an Employee Champion 5 HR guru David Ulrich stated: “When demands and resources are appropriately balanced, employees are able to contribute; they can commit themselves to improvement and can be competent enough to make the right improvements. HR professionals who guarantee employee contribution
should be the observers, champions, and sponsors of balanced resources and demands.” * * Source: David Ulrich “Human Resource Champions” Please share any ideas you have to reduce demands or increase resources for employees.Q
6.
Takeaways From This Lesson 6 ü The efforts made by HR professionals to reduce demands or increase resources for employees can enhance employees’ motivation and commitment to an organization. ü To become employee champions, HR professionals must find the right balance between demands and resources for employees.
7.
7 End of Lesson We Hope You Enjoyed It!
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