Professional Documents
Culture Documents
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Shah M Saad Husain
BEngg, MS Engg, MBA, FICM, FIMM, PE
Course Contents
The Strategic Role of HRM
Job Analysis and Job Design
Staffing
Employee Development
Compensation
Employee Relations
Managing Human Capital – HRM 410
Course Objectives
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Managing Human Capital – HRM 410
Course Requirements
Readings from selected texts, journals
Theory, Concepts discussed in Class
Student Projects and Reports
Real Life Cases
Examinations
Presentations and Class Evaluations
Class Participation, Quizzes, Home Assignments
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Managing Human Capital – HRM 410
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Grading
Final = 30
Project Report = 20
Assignments, Class Participation = 50
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Readings
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Managing Human Capital
In such times, it will be critical to attract and retain the best thinkers.
Retaining and attracting the top talent will require more than just paychecks. It
will require a culture of empowering people, and a reward system that rewards
the best as if they were the owners of the company.
Intellectual capital will be called on from around the globe. A global corporation
might be based in the US but does its software programming in Sri Lanka,
engineering in Germany, its manufacturing in China, and is linked via the
Internet to allow employees to interact and work in real time.
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HRM and the 21st Century Corporation
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Introduction to HRM
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HUMAN RESOURCE MANAGEMENT
• Employer/Organizational Objectives
• Organizational Structure
• Job Identification, Analysis & Design
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• Job Specification (Before Joining)
• Job Description (After Joining)
• Tasks, Activities, Responsibilities, Accountabilities
•
• Power (Financial/Administrative)
• Reporting Structure
• Manpower Planning, Recruitment, Induction
• Training & Development
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Performance & Compensation Management by Shah M Saad Husain 17
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Performance & Compensation Management by Shah M Saad Husain 20
Outcomes of HRM Practices
1. Productivity
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Outcomes of HRM Practices:
1. Productivity
A measure of the output of goods and
services relative to the input of labor, capital,
and equipment.
Higher productivity
Leads to higher wages without boosting inflation.
Is not working harder, it is working smarter.
Is about doing more with fewer people, less money, less
time and space, and fewer resources.
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MORE PRODUCTIVE ORGANIZATIONS GET MORE GOODS AND
SERVICES FROM A GIVEN AMOUNT OF LABOR, CAPITAL, EQUIPMENT.
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Outcomes of HRM Practices:
1. Productivity Improvement
Rebuild employee loyalty.
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Outcomes of HRM Practices:
2. Quality of Work Life
Two ways of looking at Quality of Work Life
(QWL)
• Organizational Conditions and Practices such as
promotion from within, democratic supervision, participative
management, employee involvement, safe working
conditions, mutual trust, team work.
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Performance & Compensation Management by Shah M Saad Husain 26
Outcomes of HRM Practices:
3. Profit
Management Systems that produce profits through people share the
following dimensions:
1. Employment Security.
2. Selective Hiring.
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Outcomes of HRM Practices:
4. Roles of HR Professionals Today
“ The greatness of an Organisation is due to the Greatness of its People”, Eiji Toyoda
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HRM and Corporate Strategic Goals
HR
TACTICS
HR HR
PLANS POLICIES,
SYSTEMS,
SOPs HR
PRACTICES
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HR’s Strategic Role
2. Business Strategies.
4. Organization’s Competence.
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Selecting HR Strategies to Increase Firm’s
Performances
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Fit with Organization Strategies
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HR Strategies for Firms with Different Environmental Characteristics
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Fit with Organizational Characteristics
2. The Firm’s Market Posture
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Fit with Organizational Characteristics
3. The firm’s overall managerial philosophy
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Fit with Organizational Characteristics
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Fit with Organizational Characteristics
5. The firm’s organizational culture
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HR Strategies to Fit Three Major Types of Business Strategies
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Choosing Consistent and Appropriate HR Tactics to
Implement HR Strategies
• Projects
• Engineering
Talent
HR Management Management
• Linking HR & Corporate Goals Sourcing & Recruitment
• Performance Management
Performance
Personnel • Training and Development
• Job Evaluation Management
Payroll • Rightsizing Learning & Development
Talent Management
HR Management
Personnel •Corporate Planning drives HR
•Linking HR & Corporate Goals Planning
•Payroll •Performance Appraisal •Manpower Planning + Staffing
•Benefits •Training and Development
•Performance Management
•Administrative Services •Job Evaluation
•Learning + Development
•Rightsizing
•Leave •Career + Succession Planning
•Salary Restructuring
•Time Management •Employee Surveys
•HR Processes + Policy Manual
•Recruitment •Leadership Development
•HR Data Management
•Talent Inventory •Equitable Compensation