Enviar búsqueda
Cargar
Hrm10e ch01
•
Descargar como PPT, PDF
•
1 recomendación
•
2,564 vistas
Maria Javed
Seguir
for needy students
Leer menos
Leer más
Empresariales
Tecnología
Denunciar
Compartir
Denunciar
Compartir
1 de 35
Descargar ahora
Recomendados
HRM 301-The Strategic Role of HRM......PPT
HRM 301-The Strategic Role of HRM......PPT
Nayon Sarker
Organizational structure of a human resource department
Organizational structure of a human resource department
Francis Ion Sangil
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
international islamic university islamabad
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
The Strategic Role Of Hrm
The Strategic Role Of Hrm
mmharoon786
What Qualities An HR Professional should possess
What Qualities An HR Professional should possess
Ekta Singh
Competitive advantage through Human Resource
Competitive advantage through Human Resource
Maged Elsakka
Dessler 01
Dessler 01
genius1507
Recomendados
HRM 301-The Strategic Role of HRM......PPT
HRM 301-The Strategic Role of HRM......PPT
Nayon Sarker
Organizational structure of a human resource department
Organizational structure of a human resource department
Francis Ion Sangil
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
international islamic university islamabad
The strategic Role of HRM
The strategic Role of HRM
Qamar Farooq
The Strategic Role Of Hrm
The Strategic Role Of Hrm
mmharoon786
What Qualities An HR Professional should possess
What Qualities An HR Professional should possess
Ekta Singh
Competitive advantage through Human Resource
Competitive advantage through Human Resource
Maged Elsakka
Dessler 01
Dessler 01
genius1507
Introduction to human resource management (3)
Introduction to human resource management (3)
Diksha Gupta
HRM Dessler CH# 03
HRM Dessler CH# 03
Usman Rashid
Strategic HR Management
Strategic HR Management
CreativeHRM
Introduction to hrm
Introduction to hrm
rajini271
Human resource management
Human resource management
akashdeepjoshi-slideshare
Hrm slides
Hrm slides
Samina Haider
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Kanaidi ken
Human resource management
Human resource management
Faheem Ahmed
Hrm models
Hrm models
Preeti Bhaskar
HRM-Chapter1-Introduction to HRM
HRM-Chapter1-Introduction to HRM
subnesh
HRM Basics Er. S Sood
HRM Basics Er. S Sood
shart sood
Role Of HR Within An Organization
Role Of HR Within An Organization
Tom Perrault
StrategicHRM
StrategicHRM
TARIQ KHAN
Creating New Hr Department
Creating New Hr Department
guestc5daed
Human resources managment
Human resources managment
Mohamed Thabet
Set up an HR Department in an Organization
Set up an HR Department in an Organization
kkshalini
Line and staff aspects of hrm
Line and staff aspects of hrm
Dr. Syed Kashan Ali Shah
Hrm
Hrm
Mad Jutt
Human Resource Management ( competitive advantage)
Human Resource Management ( competitive advantage)
fathima habeeb
10663152
10663152
cristihwh
FEI Org Chart
FEI Org Chart
knoware
Chapter 3 human resources department
Chapter 3 human resources department
Pat Cabangis
Más contenido relacionado
La actualidad más candente
Introduction to human resource management (3)
Introduction to human resource management (3)
Diksha Gupta
HRM Dessler CH# 03
HRM Dessler CH# 03
Usman Rashid
Strategic HR Management
Strategic HR Management
CreativeHRM
Introduction to hrm
Introduction to hrm
rajini271
Human resource management
Human resource management
akashdeepjoshi-slideshare
Hrm slides
Hrm slides
Samina Haider
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Kanaidi ken
Human resource management
Human resource management
Faheem Ahmed
Hrm models
Hrm models
Preeti Bhaskar
HRM-Chapter1-Introduction to HRM
HRM-Chapter1-Introduction to HRM
subnesh
HRM Basics Er. S Sood
HRM Basics Er. S Sood
shart sood
Role Of HR Within An Organization
Role Of HR Within An Organization
Tom Perrault
StrategicHRM
StrategicHRM
TARIQ KHAN
Creating New Hr Department
Creating New Hr Department
guestc5daed
Human resources managment
Human resources managment
Mohamed Thabet
Set up an HR Department in an Organization
Set up an HR Department in an Organization
kkshalini
Line and staff aspects of hrm
Line and staff aspects of hrm
Dr. Syed Kashan Ali Shah
Hrm
Hrm
Mad Jutt
Human Resource Management ( competitive advantage)
Human Resource Management ( competitive advantage)
fathima habeeb
10663152
10663152
cristihwh
La actualidad más candente
(20)
Introduction to human resource management (3)
Introduction to human resource management (3)
HRM Dessler CH# 03
HRM Dessler CH# 03
Strategic HR Management
Strategic HR Management
Introduction to hrm
Introduction to hrm
Human resource management
Human resource management
Hrm slides
Hrm slides
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)
Human resource management
Human resource management
Hrm models
Hrm models
HRM-Chapter1-Introduction to HRM
HRM-Chapter1-Introduction to HRM
HRM Basics Er. S Sood
HRM Basics Er. S Sood
Role Of HR Within An Organization
Role Of HR Within An Organization
StrategicHRM
StrategicHRM
Creating New Hr Department
Creating New Hr Department
Human resources managment
Human resources managment
Set up an HR Department in an Organization
Set up an HR Department in an Organization
Line and staff aspects of hrm
Line and staff aspects of hrm
Hrm
Hrm
Human Resource Management ( competitive advantage)
Human Resource Management ( competitive advantage)
10663152
10663152
Destacado
FEI Org Chart
FEI Org Chart
knoware
Chapter 3 human resources department
Chapter 3 human resources department
Pat Cabangis
Hr and payroll
Hr and payroll
Rakesh kaushik
TeamImprover - Organisation Chart Web Part for SharePoint 2013
TeamImprover - Organisation Chart Web Part for SharePoint 2013
twgolds
Knowledge management and sharepoint
Knowledge management and sharepoint
Willem Burger
Chapter 3 human resource recruitment
Chapter 3 human resource recruitment
Lo-Ann Placido
SharePoint Beginner Training for End Users
SharePoint Beginner Training for End Users
Gregory Zelfond
Chapter 3 Strategic HR Managementand Planning
Chapter 3 Strategic HR Managementand Planning
Rayman Soe
Human resources management in public administration
Human resources management in public administration
Jordi Torner
Role and Responsibilities HR Executive in a Company
Role and Responsibilities HR Executive in a Company
Your HR World
Destacado
(10)
FEI Org Chart
FEI Org Chart
Chapter 3 human resources department
Chapter 3 human resources department
Hr and payroll
Hr and payroll
TeamImprover - Organisation Chart Web Part for SharePoint 2013
TeamImprover - Organisation Chart Web Part for SharePoint 2013
Knowledge management and sharepoint
Knowledge management and sharepoint
Chapter 3 human resource recruitment
Chapter 3 human resource recruitment
SharePoint Beginner Training for End Users
SharePoint Beginner Training for End Users
Chapter 3 Strategic HR Managementand Planning
Chapter 3 Strategic HR Managementand Planning
Human resources management in public administration
Human resources management in public administration
Role and Responsibilities HR Executive in a Company
Role and Responsibilities HR Executive in a Company
Similar a Hrm10e ch01
Hrm10 ppt01
Hrm10 ppt01
Ali Teo
Hrm10e ch01
Hrm10e ch01
SallySobhy
Human res.ppt
Human res.ppt
JimmyJac
The Strategic Role of Human Resource Management
The Strategic Role of Human Resource Management
Nusaike Mufthie
HRM_slides.ppt
HRM_slides.ppt
vikramadhitya.g
Chapter 1-introduction-1
Chapter 1-introduction-1
Alina Zulfiqar
Hrm chapter 1
Hrm chapter 1
Zubair Ahmad
HRM10eCH01.ppt
HRM10eCH01.ppt
TanjimNurAlam
Ch01
Ch01
TanjamaMustarin1
Hrm10e ch01
Hrm10e ch01
Hasan Al Banna Sarker
Hrm10 ppt01 (2)
Hrm10 ppt01 (2)
Indoshrservices Consultancy
Hrm10e ch01
Hrm10e ch01
Naeem Saqib
Hrm10ech01
Hrm10ech01
Naresh Trainer
Hrm10ech01
Hrm10ech01
Naresh Trainer
Hrm10e ch01
Hrm10e ch01
kamelliachaichi
Dessler 01
Dessler 01
saad48
Human resource management gerry dessler chapter#1
Human resource management gerry dessler chapter#1
Humza Ali
Functions of hr (2)
Functions of hr (2)
love me
Hrm10e ch01
Hrm10e ch01
Shruti Rana
The role of Human Resources Management in Today's business Environment
The role of Human Resources Management in Today's business Environment
minnoo
Similar a Hrm10e ch01
(20)
Hrm10 ppt01
Hrm10 ppt01
Hrm10e ch01
Hrm10e ch01
Human res.ppt
Human res.ppt
The Strategic Role of Human Resource Management
The Strategic Role of Human Resource Management
HRM_slides.ppt
HRM_slides.ppt
Chapter 1-introduction-1
Chapter 1-introduction-1
Hrm chapter 1
Hrm chapter 1
HRM10eCH01.ppt
HRM10eCH01.ppt
Ch01
Ch01
Hrm10e ch01
Hrm10e ch01
Hrm10 ppt01 (2)
Hrm10 ppt01 (2)
Hrm10e ch01
Hrm10e ch01
Hrm10ech01
Hrm10ech01
Hrm10ech01
Hrm10ech01
Hrm10e ch01
Hrm10e ch01
Dessler 01
Dessler 01
Human resource management gerry dessler chapter#1
Human resource management gerry dessler chapter#1
Functions of hr (2)
Functions of hr (2)
Hrm10e ch01
Hrm10e ch01
The role of Human Resources Management in Today's business Environment
The role of Human Resources Management in Today's business Environment
Más de Maria Javed
Presentation.
Presentation.
Maria Javed
Efficient utilization of hr
Efficient utilization of hr
Maria Javed
International b and f
International b and f
Maria Javed
Maria
Maria
Maria Javed
Unemployment
Unemployment
Maria Javed
Tangled
Tangled
Maria Javed
Noun,pronoun
Noun,pronoun
Maria Javed
Co education
Co education
Maria Javed
Production ppt
Production ppt
Maria Javed
Brm
Brm
Maria Javed
Marketingppt
Marketingppt
Maria Javed
M.economic
M.economic
Maria Javed
ppt
ppt
Maria Javed
M.economic
M.economic
Maria Javed
Más de Maria Javed
(14)
Presentation.
Presentation.
Efficient utilization of hr
Efficient utilization of hr
International b and f
International b and f
Maria
Maria
Unemployment
Unemployment
Tangled
Tangled
Noun,pronoun
Noun,pronoun
Co education
Co education
Production ppt
Production ppt
Brm
Brm
Marketingppt
Marketingppt
M.economic
M.economic
ppt
ppt
M.economic
M.economic
Último
Enjoy ➥8448380779▻ Call Girls In Sector 18 Noida Escorts Delhi NCR
Enjoy ➥8448380779▻ Call Girls In Sector 18 Noida Escorts Delhi NCR
Stunning ➥8448380779▻ Call Girls In Hauz Khas Delhi NCR
Kenya’s Coconut Value Chain by Gatsby Africa
Kenya’s Coconut Value Chain by Gatsby Africa
ictsugar
Memorándum de Entendimiento (MoU) entre Codelco y SQM
Memorándum de Entendimiento (MoU) entre Codelco y SQM
Voces Mineras
Darshan Hiranandani [News About Next CEO].pdf
Darshan Hiranandani [News About Next CEO].pdf
Shashank Mehta
Flow Your Strategy at Flight Levels Day 2024
Flow Your Strategy at Flight Levels Day 2024
Kirill Klimov
Cybersecurity Awareness Training Presentation v2024.03
Cybersecurity Awareness Training Presentation v2024.03
DallasHaselhorst
Digital Transformation in the PLM domain - distrib.pdf
Digital Transformation in the PLM domain - distrib.pdf
Jos Voskuil
Call US-88OO1O2216 Call Girls In Mahipalpur Female Escort Service
Call US-88OO1O2216 Call Girls In Mahipalpur Female Escort Service
callgirls2057
8447779800, Low rate Call girls in Saket Delhi NCR
8447779800, Low rate Call girls in Saket Delhi NCR
ashishs7044
Independent Call Girls Andheri Nightlaila 9967584737
Independent Call Girls Andheri Nightlaila 9967584737
Riya Pathan
Market Sizes Sample Report - 2024 Edition
Market Sizes Sample Report - 2024 Edition
Mintel Group
No-1 Call Girls In Goa 93193 VIP 73153 Escort service In North Goa Panaji, Ca...
No-1 Call Girls In Goa 93193 VIP 73153 Escort service In North Goa Panaji, Ca...
Call girls in Goa, +91 9319373153 Escort Service in North Goa
The-Ethical-issues-ghhhhhhhhjof-Byjus.pptx
The-Ethical-issues-ghhhhhhhhjof-Byjus.pptx
mbikashkanyari
Corporate Profile 47Billion Information Technology
Corporate Profile 47Billion Information Technology
Data Analytics Company - 47Billion Inc.
Call Us ➥9319373153▻Call Girls In North Goa
Call Us ➥9319373153▻Call Girls In North Goa
Call girls in Goa, +91 9319373153 Escort Service in North Goa
Innovation Conference 5th March 2024.pdf
Innovation Conference 5th March 2024.pdf
richard876048
Cyber Security Training in Office Environment
Cyber Security Training in Office Environment
elijahj01012
Buy gmail accounts.pdf Buy Old Gmail Accounts
Buy gmail accounts.pdf Buy Old Gmail Accounts
Buy Verified Accounts
Unlocking the Future: Explore Web 3.0 Workshop to Start Earning Today!
Unlocking the Future: Explore Web 3.0 Workshop to Start Earning Today!
Doge Mining Website
Guide Complete Set of Residential Architectural Drawings PDF
Guide Complete Set of Residential Architectural Drawings PDF
Chandresh Chudasama
Último
(20)
Enjoy ➥8448380779▻ Call Girls In Sector 18 Noida Escorts Delhi NCR
Enjoy ➥8448380779▻ Call Girls In Sector 18 Noida Escorts Delhi NCR
Kenya’s Coconut Value Chain by Gatsby Africa
Kenya’s Coconut Value Chain by Gatsby Africa
Memorándum de Entendimiento (MoU) entre Codelco y SQM
Memorándum de Entendimiento (MoU) entre Codelco y SQM
Darshan Hiranandani [News About Next CEO].pdf
Darshan Hiranandani [News About Next CEO].pdf
Flow Your Strategy at Flight Levels Day 2024
Flow Your Strategy at Flight Levels Day 2024
Cybersecurity Awareness Training Presentation v2024.03
Cybersecurity Awareness Training Presentation v2024.03
Digital Transformation in the PLM domain - distrib.pdf
Digital Transformation in the PLM domain - distrib.pdf
Call US-88OO1O2216 Call Girls In Mahipalpur Female Escort Service
Call US-88OO1O2216 Call Girls In Mahipalpur Female Escort Service
8447779800, Low rate Call girls in Saket Delhi NCR
8447779800, Low rate Call girls in Saket Delhi NCR
Independent Call Girls Andheri Nightlaila 9967584737
Independent Call Girls Andheri Nightlaila 9967584737
Market Sizes Sample Report - 2024 Edition
Market Sizes Sample Report - 2024 Edition
No-1 Call Girls In Goa 93193 VIP 73153 Escort service In North Goa Panaji, Ca...
No-1 Call Girls In Goa 93193 VIP 73153 Escort service In North Goa Panaji, Ca...
The-Ethical-issues-ghhhhhhhhjof-Byjus.pptx
The-Ethical-issues-ghhhhhhhhjof-Byjus.pptx
Corporate Profile 47Billion Information Technology
Corporate Profile 47Billion Information Technology
Call Us ➥9319373153▻Call Girls In North Goa
Call Us ➥9319373153▻Call Girls In North Goa
Innovation Conference 5th March 2024.pdf
Innovation Conference 5th March 2024.pdf
Cyber Security Training in Office Environment
Cyber Security Training in Office Environment
Buy gmail accounts.pdf Buy Old Gmail Accounts
Buy gmail accounts.pdf Buy Old Gmail Accounts
Unlocking the Future: Explore Web 3.0 Workshop to Start Earning Today!
Unlocking the Future: Explore Web 3.0 Workshop to Start Earning Today!
Guide Complete Set of Residential Architectural Drawings PDF
Guide Complete Set of Residential Architectural Drawings PDF
Hrm10e ch01
1.
© 2005 Prentice
Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama t e n t h e d i t i o n GaryGary DesslerDessler PartPart 11 IntroductionIntroductionChapterChapter 11 The Strategic Role ofThe Strategic Role of Human Resource ManagementHuman Resource Management
2.
After studying this
chapter,After studying this chapter, you should be able to:you should be able to: 1. Explain what human resource management (HR) is and how it relates to the management process. 2. Give at least eight examples of how managers can use HR concepts and techniques. 3. Illustrate the HR management responsibilities of line and staff (HR) managers. 4. Provide a good example that illustrates HR’s role in formulating and executing company strategy. 5. Write a short essay that addresses the topic: why metrics and measurement are crucial to today’s HR managers. 6. Outline the plan of this book. © 2005 Prentice Hall Inc. All rights reserved.© 2005 Prentice Hall Inc. All rights reserved. 1–1–22
3.
© 2005 Prentice
Hall Inc. All rights reserved. 1–3 The Manager’s Human Resource Management Jobs Management process – The five basic functions of planning, organizing, staffing, leading, and controlling. Human resource management (HRM) – The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
4.
© 2005 Prentice
Hall Inc. All rights reserved. 1–4 Personnel Aspects Of A Manager’s Job Conducting job analyses (determining the nature of each employee’s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment
5.
© 2005 Prentice
Hall Inc. All rights reserved. 1–5 Personnel Mistakes Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your company in court because of discriminatory actions Have your company cited by OSHA for unsafe practices Have some employees think their salaries are unfair and inequitable relative to others in the organization Allow a lack of training to undermine your department’s effectiveness Commit any unfair labor practices
6.
© 2005 Prentice
Hall Inc. All rights reserved. 1–6 Basic HR Concepts Getting results – The bottom line of managing HR creates value by engaging in activities that produce the employee behaviors the company needs to achieve its strategic goals.
7.
© 2005 Prentice
Hall Inc. All rights reserved. 1–7 Line and Staff Aspects of HRM Line manager – A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. Staff manager – A manager who assists and advises line managers.
8.
© 2005 Prentice
Hall Inc. All rights reserved. 1–8 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition
9.
© 2005 Prentice
Hall Inc. All rights reserved. 1–9 Functions of the HR Manager A line function – The HR manager directs the activities of the people in his or her own department and in related service areas (like the plant cafeteria). A coordinative function – HR managers also coordinate personnel activities, a duty often referred to as functional control. Staff (assist and advise) functions – Assisting and advising line managers is the heart of the HR manager’s job.
10.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 10 HR and Authority Authority – The right to make decisions, direct others’ work, and give orders. Implied authority – The authority exerted by an HR manager by virtue of others’ knowledge that he or she has access to top management. Line authority – The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas.
11.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 11 Employee Advocacy HR must take responsibility for: – Clearly defining how management should be treating employees. – Making sure employees have the mechanisms required to contest unfair practices. – Represent the interests of employees within the framework of its primary obligation to senior management.
12.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 12 Examples of HR Job Duties Recruiters – Search for qualified job applicants. Equal employment opportunity (EEO) coordinators – Investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports. Job analysts – Collect and examine information about jobs to prepare job descriptions.
13.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 13 Examples of HR Job Duties (cont’d) Compensation managers – Develop compensation plans and handle the employee benefits program. Training specialists – Plan, organize, and direct training activities. Labor relations specialists – Advise management on all aspects of union– management relations.
14.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 14 HR Department Organizational Chart (Large Company) Figure 1–1 Source: Adapted from BNA Bulletin to Management, June 29, 2000.
15.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 15 Cooperative Line and Staff HR Management 1. The line manager’s responsibility is to specify the qualifications employees need to fill specific positions. 2. HR staff then develops sources of qualified applicants and conduct initial screening interviews 3. HR administers the appropriate tests and refers the best applicants to the supervisor (line manager), who interviews and selects the ones he or she wants.
16.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 16 HR Organizational Chart (Small Company) Figure 1–2
17.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 17 Employment and Recruiting—Who Handles It? (percentage of all employers) Figure 1–3 Source: HR Department Benchmarks and Analysis,” BNA/Society for Human Resource Management, 2002. Note: length of bars represents prevalence of activity among all surveyed employers.
18.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 18 The Changing Environment Of HR Management HR’s changing role: “ Personnel departments” – Took over hiring and firing from supervisors, payroll, and benefit plans administration. – In the 1930s added “protecting the firm in its interaction with unions” responsibilities (labor relations). – Assumed organizational responsibilities for equal employment and affirmative action.
19.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 19 A Changing HR Environment Globalization Technological Advances Exporting Jobs The Nature of Work Workforce Demographics
20.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 20 Employment Exodus: Projected Loss of Jobs and Wages Figure 1–4 Source: Michael Shroeder, “States Fight Exodus of Jobs,” Wall Street Journal, June 3, 2003, p. 84.
21.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 21 Measuring HR’s Contribution Strategy – The company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage. • HR managers today are more involved in partnering with their top managers in both designing and implementing their companies’ strategies. – Top management wants to see, precisely, how the HR manager’s plans will make the company more valuable.
22.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 22 HR Metrics Absence Rate [(Number of days absent in month) ÷ (Average number of employees during mo.) × (number of workdays)] × 100 Cost per Hire (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) ÷ Number of Hires Health Care Costs per Employee Total cost of health care ÷ Total Employees HR Expense Factor HR expense ÷ Total operating expense Figure 1–5 Sources: Robert Grossman, “Measuring Up,” HR Magazine, January 2000, pp. 29–35; Peter V. Le Blanc, Paul Mulvey, and Jude T. Rich, “Improving the Return on Human Capital: New Metrics,” Compensation and Benefits Review, January/February 2000, pp. 13– 20;Thomas E. Murphy and Sourushe Zandvakili, “Data and Metrics-Driven Approach to Human Resource Practices: Using Customers, Employees, and Financial Metrics,” Human Resource Management 39, no. 1 (Spring 2000), pp. 93–105; [HR Planning, Commerce Clearing House Incorporated, July 17, 1996;] SHRM/EMA 2000 Cost Per Hire and Staffing Metrics Survey; www.shrm.org.
23.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 23 HR Metrics (cont’d) Human Capital ROI Revenue − (Operating Expense − [Compensation cost + Benefit cost]) ÷ (Compensation cost + Benefit cost) Human Capital Value Added Revenue − (Operating Expense − ([Compensation cost + Benefit Cost]) ÷ Total Number of FTE Revenue Factor Revenue ÷ Total Number of FTE Time to fill Total days elapsed to fill requisitions ÷ Number hired Figure 1–5 (cont’d) Sources: Robert Grossman, “Measuring Up,” HR Magazine, January 2000, pp. 29–35; Peter V. Le Blanc, Paul Mulvey, and Jude T. Rich, “Improving the Return on Human Capital: New Metrics,” Compensation and Benefits Review, January/February 2000, pp. 13–20;Thomas E. Murphy and Sourushe Zandvakili, “Data and Metrics-Driven Approach to Human Resource Practices: Using Customers, Employees, and Financial Metrics,” Human Resource Management 39, no. 1 (Spring 2000), pp. 93–105; [HR Planning, Commerce Clearing House Incorporated, July 17, 1996;] SHRM/EMA 2000 Cost Per Hire and Staffing Metrics Survey; www.shrm.org.
24.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 24 HR Metrics (cont’d) Training Investment Factor Total training cost ÷ Headcount Turnover Costs Cost to terminate + Cost per hire + Vacancy Cost + Learning curve loss Turnover Rate [Number of separations during month ÷ Average number of employees during month] × 100 Workers’ Compensation Cost per Employee Total WC cost for Year ÷ Average number of employees Figure 1–5 (cont’d) Sources: Robert Grossman, “Measuring Up,” HR Magazine, January 2000, pp. 29–35; Peter V. Le Blanc, Paul Mulvey, and Jude T. Rich, “Improving the Return on Human Capital: New Metrics,” Compensation and Benefits Review, January/February 2000, pp. 13–20;Thomas E. Murphy and Sourushe Zandvakili, “Data and Metrics-Driven Approach to Human Resource Practices: Using Customers, Employees, and Financial Metrics,” Human Resource Management 39, no. 1 (Spring 2000), pp. 93–105; [HR Planning, Commerce Clearing House Incorporated, July 17, 1996;] SHRM/EMA 2000 Cost Per Hire and Staffing Metrics Survey; www.shrm.org.
25.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 25 Measuring HR’s Contribution The HR Scorecard – Shows the quantitative standards, or “metrics” the firm uses to measure HR activities. – Measures the employee behaviors resulting from these activities. – Measures the strategically relevant organizational outcomes of those employee behaviors.
26.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 26 Benefits of a High Performance Work System (HPWS) Generate more job applicants Screen candidates more effectively Provide more and better training Link pay more explicitly to performance Provide a safer work environment Produce more qualified applicants per position More employees are hired based on validated selection tests Provide more hours of training for new employees Higher percentages of employees receiving regular performance appraisals.
27.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 27 The New HR Manager New Proficiencies – HR proficiencies – Business proficiencies – Leadership proficiencies – Learning proficiencies
28.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 28 The New HR Manager (cont’d) The Need to “Know Your Employment Law” – Equal employment laws – Occupational safety and health laws – Labor laws
29.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 29 Effects CFOs Believe Human Capital Has on Business Outcomes Figure 1–6Source: Steven H. Bates, “Business Partners,” HR Magazine, September 2003, p. 49
30.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 30 The New HR Manager Ethics and HR – Ethical lapses (e.g., Enron, Martha Stewart) Sarbanes-Oxley Act in 2003 – Intended to curb erroneous corporate financial reporting: • Requires CEOs and CFOs to certify their companies’ periodic financial reports. • Prohibits personal loans to executive officers and directors. • Requires CEOs and CFOs to reimburse their firms for bonuses and stock option profits if corporate financial statements subsequently require restating.
31.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 31 HR Professional Certification HR is becoming more professionalized. Society for Human Resource Management (SHRM) – SHRM’s Human Resource Certification Institute (HRCI) • SPHR (senior professional in HR) • PHR (professional in HR) certificate
32.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 32 HR and Technology Benefits of technological applications for HR – Intranet-based employee portals through which employees can self-service HR transactions. – The availability of centralized call centers staffed with HR specialists. – Increased efficiency of HR operations. – The development of data warehouses of HR- related information. – The ability to outsource HR activities to specialist service providers.
33.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 33 The Plan of This Book: Basic Themes HR management is the responsibility of every manager—not just those in the HR department. HR managers must always stand ready to defend their plans and contributions in measurable terms. An HR department’s performance is measured relative to achieving the company’s strategic aims. HR managers increasingly rely on IT to help support the company’s strategic aims. Virtually every HR-related decision managers make has legal implications. Globalization and diversity are important HR issues today.
34.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 34 Strategy and the Basic HR Process Figure 1–8
35.
© 2005 Prentice
Hall Inc. All rights reserved. 1– 35 KEY TERMS management process human resource management (HRM) authority line manager staff manager line authority implied authority functional control employee advocacy globalization nontraditional workers human capital strategy metrics HR Scorecard outsourcing
Descargar ahora