Professional Documents
Culture Documents
Chapter 01
Chapter 01
Chapter 1
Human Resource Management:
Gaining a Competitive Advantage
1-2
Introduction
• Competitiveness – a company’s
ability to maintain and gain market
share
• Human resource management –
the policies, practices, and systems
that influence employees’ behavior,
attitudes, and performance
1-3
.
Responsibilities of HR
Departments
• Employment and recruiting
• Training and development
• Compensation
• Benefits
• Employee services
• Employee and community
relations
• Personnel records
• Health and safety
• Strategic planning
1-4
What Roles Do
HR Departments Perform?
Business
Partner Services
Administrative
Services and Transactions Human Strategic Partner
Resources
1-5
What Competencies Do HR
Professionals Need?
1-6
How is the HRM Function
Changing?
• Time spent on administrative tasks is decreasing
and its roles as a strategic business partner,
change agent, and employee advocate are
increasing
• This shift presents two important challenges:
– Self-service – giving employees online access to
information about HR issues
– Outsourcing – the practice of having another
company provide services
1-7
How is the HRM Function
Changing?
• As part of its strategic role, one of the key
contributions that HR can make is to
engage in evidence-based HR.
• Evidence-based HR – demonstrating
that human resource practices have a
positive influence on the company’s
bottom line or key stakeholders.
1-8
The HRM Profession
1-9
Competitive Challenges
Influencing HRM
• Three competitive challenges that
companies now face will increase the
importance of HRM practices:
The Challenge of
Sustainability
The Global
Challenge
The Technology
Challenge
1-10
The Sustainability Challenge
1-11
The Sustainability Challenge
1-12
The Sustainability Challenge
• Psychological contract
1-14
The Balanced Scorecard
1-15
The Balanced Scorecard
1-16
Customer Service and
Quality Emphasis
1-17
Customer Service and
Quality Emphasis
• Malcolm Baldrige National
Quality Award
• ISO 9000:2000
1-18
Changing Demographics
Diversity of the Workforce
1-19
Managing a Diverse Workforce
1-21
Legal and Ethical Issues
• Ethical HR practices:
– HRM practices must result in the
greatest good for the largest
number of people
– Employment practices must
respect basic human rights of
privacy, due process, consent,
and free speech
– Managers must treat employees
and customers equitably and
fairly
1-22
The Global Challenge
1-23
The Technology Challenge
1-24
The Technology Challenge
1-25
The Technology Challenge
1-26
Meeting Competitive Challenges
Through HRM Practices
• HRM practices that help
companies deal with the four
competitive challenges can
be grouped into four
dimensions
– The human resource
environment
– Acquiring and preparing human
resources
– Assessment and development of
human resources
– Compensating human resources
1-27
Meeting Competitive Challenges
Through HRM Practices
• Managing internal and external
environmental factors allows employees
to make the greatest possible contribution
to company productivity and
competitiveness
• Customer needs for new products or
services influence the number and type of
employees businesses need to be
successful
1-28
Meeting Competitive Challenges
Through HRM Practices
• Managers need to ensure that employees
have the necessary skills to perform
current and future jobs.
• Besides interesting work, pay and
benefits are the most important incentives
that companies can offer employees in
exchange for contributing to productivity,
quality, and customer service
1-29