Professional Documents
Culture Documents
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 labor inspectors 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 departments effectiveness Commit any unfair labor practices
Training
Appraisal
Labor Relations
Compensating
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Training Specialists
Job Analysts
Compensation Managers
Coordinative Function
Functional Authority
Functions of HR Managers
Staff Functions
Staff Authority Innovator Employee Advocacy
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Basic HR Concepts
The bottom line of managing: Getting results
HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.
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Technological Trends
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FIGURE 18
Source: Steven H. Bates, Business Partners, HR Magazine, September 2003, p. 49. Reproduced with permission of the Society for Human Resource Management via Copyright Clearance Center.
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Source: Aneeta Madhok, Similar Challenges cited by Robert J. Grossman in HRs Rising Star in India, available at http://www.shrm.org/india.
Strategy
A chosen course of action.
Strategic Plan
How an organization intends to balance its internal strengths and weaknesses with its external opportunities and threats to maintain a
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Types of Strategies
Corporate-Level Strategies
Diversification Strategy
Consolidation Strategy
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Cost Leadership
Differentiation
Focus/Niche
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FIGURE 38
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FIGURE 36
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FIGURE 52
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Succession Planning
The process of deciding how to fill the companys most important executive jobs.
What to Forecast?
Overall personnel needs The supply of inside candidates
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Managerial Estimate
Scatter Plotting
Delphi Technique
Markov Model
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FIGURE 53 Determining the Relationship Between Hospital Size and Number of Nurses
Note: After fitting the line, you can project how many employees youll need, given your projected volume. Size of Hospital (Number of Beds) 200 300 400 500 600 700 800 900 Number of Registered Nurses 240 260 470 500 620 660 820 860
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FIGURE 54 Management Replacement Chart Showing Development Needs of Potential Future Divisional Vice Presidents
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Sources of Information
Periodic forecasts in business publications Special Reports of the Government/ Study Groups
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Source: Reproduced from K Aswathappa, Human Resource Management , 6th edition, Fig. 4.7, p. 109
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