'Role Clarity Through Competency Mapping\r'

'04-Oct-12 1 humane election counsel: Overview Management Essentials • Management is the routine of efficiently and juristicly achieving the objectives of the fundamental law with and done tidy sum. What is an Organization? Purpose Structure volume Management Essentials • Primary Functions of Management †readying †establishing goals. †Organizing †determining what activities need to be done. †tether †assuring the right people are on the handicraft and motivated. †Controlling †supervise activities to be sure goals are met. tender option Management • process of acquiring, utilizing, improving, and preserving an organizations orkforce. • secure of organizational activities directed at attracting, developing, and maintaining an effective work force. All accomplished to achieve organizational objectives benevolent Resources Process Recruitment taste/ Training Human Resource formulation Performance recompe nse orthogonal Influences outer Influences Disengagement Selection organizational Boundaries organizational Boundaries 04-Oct-12 2 HRM Process 1. Human Resource Planning: †Forecasting Demand impart and barter Analysis. 2. Staffing the Organization: †Recruitment, Selecting, and Orientation. 3. Developing the workforce: †Training and Performance Appraisal. . Compensation and hit: †Wages and Salaries, Incentive and Benefit Programs. elemental Functions of HRM • Staffing • Human Resource Development • Compensation • Safety and Health • Employee and constancy dealing Importance of HRM to an Organization • concerned with the â€Å"people” dimension. †it is both staff (support) function ( take cares bankers bill employees) and function of every manager’s job. Importance of HRM to an Organization • The Strategic temper ††support the business strategy; • assist in maintaining competi tive advantage. †determines value added to the organization; Importance of HRM to an Organization changing environs, Changing HR managers’ roles (HRM today requires a unuse level of sophistication): †Jobs have become much(prenominal) than technical and skil conduct. †traffic legislation has situated new requirements on employers. †Traditional job boundaries blurred with advent of project teams, telecommuting, and so forth †Global contestation has increased demands for growthivity. Human Resource: Certification Recruiter EEO coordinator Training specializer Labor relations specialist Job analyst Compensation manager HR Certification 04-Oct-12 3 ENVIRONMENTAL INFLUENCES ON HRM Recruitment Orientation/ Training Human Resource Planning Performance CompensationOrganizational Boundaries External Influences Disengagement Selection External Influences Organizational Boundaries legal considerations governmental parties unions shareholders society c ompetition customers economy technology unanticipated events fatigue market HUMAN RESOURCE counseling Internal Environment External Environment Marketing Operations Finance Others… legal considerations labor market society political parties unions shareholders competition customers technology economy unanticipated events Organizational Environments: Review ENVIRONMENTAL INFLUENCES ON HRM environmental Influences on HRM • efficacious considerations • Labor market Society • Political parties • Unions • Shareholders • controversy • Customers • Economy • Technology • Management pattern • unanticipated events environmental Influences on HRM • Legal Considerations †Governmental Legislation; national/local. †Laws directional employer and employee actions. • Labor Market †Potential employees fit(p) within certain geographic knowledge base; always changing. †Workforce diversity. En vironmental Influences on HRM • Society (ethics/social function) †Act ethically and responsibly, to remain acceptable to the general public. • Unions †sort out of employees. †Bargain (joint decisions) with focusing n members’ behalf. †terzetto party dealing with the company. 04-Oct-12 4 Environmental Influences on HRM • Shareholders †Owners. †May challenge management’s programs. • Competition †In product/service and labor markets. †Maintain run of competent employees. Environmental Influences on HRM • Customers †Employment practices not to antagonize… †Capable workforce for quality output. • Economy †Booming: trying getting qualified workers. †Downturn: more applicants available. †Different economies in same country. Environmental Influences on HRM • HR Technology †Innovations has led to Human Resource Information Systems (HRIS). HRIS: (Assignment †WHAT IS HRIS? ) • used to obtain and track information for HR decisions: enlisting, benefits administration, safeguarding confidential information. †Social Networking • Virtual corporation: people use internet to surpass: blogs, LinkedIn, Facebook, etc. Environmental Influences on HRM • Management Thought (Management practices) †Scientific management †behavioral approach †System approach (Reading Assignment) †accident approach Environmental Influences on HRM • Unanticipated Events †Unforeseen occurrences. †Require tremendous measuring rod of adjustment. CHANGING STRATEGIC ROLE OF HR 04-Oct-12 5Changing Strategic bureau of HR • HR’s Changing grapheme: Questions • crowd out well-nigh HR tasks be performed more efficiently by line managers or outside vendors? • Can some HR tasks be centralized or eliminated in all? • Can technology perform some of the tasks that were previously do ne by HR personnel? Changing Strategic manipulation of HR • Who is Responsible for HRM Tasks? †Human election managers †HR outsourcing †Professional employer organization (employee leasing) †sop up managers Changing Strategic Role of HR • Human Resource Manager †historically , responsible for HR functions. †Staff electrical capacity; support other managers on HR matters. Today, getting smaller. • HR Outsourcing †Transfer of responsibility to external provider. Changing Strategic Role of HR • Professional Employer Organization (Employee Leasing) †familiarity that leases employees to other businesses: becoming common †Advantages: • Economies of scale. • greater job mobility for workers. • Job security finished leasing company. †Disadvantage: employee loyalty. Changing Strategic Role of HR • Line Managers †Involved, by disposition of their jobs. †Now performs HR specialist s’ job receivable to automation processes: • record keeping • recruitment/selection • performance appraisal • etc Questions…\r\n'