Role Clarity Through Competency Mapping

04-Oct-12 1 benevolent preference Management Overview Management Essentials Management is the process of efficiently and soundly achieving the objectives of the organization with and through people. What is an government activity? routine Structure People Management Essentials Primary Functions of Management Planning establishing goals. Organizing determining what activities need to be done. pencil lead assuring the right people are on the job and motivated. Controlling monitoring activities to be sure enough goals are met. serviceman Resource Management process of acquiring, utilizing, improving, and preserving an organizations orkforce. set of organizational activities directed at attracting, developing, and maintaining an effective workforce. All accomplished to achieve organizational objectives human race Resources Process Recruitment Orientation/ Training Human Resource Planning Performance earnings External Influences External Influences Disengagement Selec tion organizational Boundaries organisational Boundaries 04-Oct-12 2 HRM Process 1. Human Resource Planning Forecasting Demand Supply and Job Analysis. 2. Staffing the Organization Recruitment, Selecting, and Orientation. 3. Developing the work force Training and Performance Appraisal. . Compensation and Benefit Wages and Salaries, Incentive and Benefit Programs. basal Functions of HRM Staffing Human Resource Development Compensation Safety and Health Employee and Labor Relations Importance of HRM to an Organization concerned with the people dimension. it is both staff (support) function (assists line employees) and function of every managers job. Importance of HRM to an Organization The strategical Nature support the business strategy assist in maintaining hawkish advantage. determines value added to the organization Importance of HRM to an Organization ever-changing Environment, ever-changing HR managers roles (HRM today requires a mod level of sophistication ) Jobs have become more technical and skilled. Employment legislation has placed new requirements on employers. Traditional job boundaries blurred with advent of project teams, telecommuting, etc. Global competition has increased demands for productivity. Human Resource Certification Recruiter EEO coordinator Training specialist 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 political parties unions shareholders society competition customers economy engine room unanticipated events labor merchandise HUMAN RESOURCE oversight Internal Environment External Environment Marketing Operations Finance Others legal considerations labor market society political parties unions shareholders competiti on customers technology economy unanticipated events Organizational Environments Review ENVIRONMENTAL INFLUENCES ON HRM environmental Influences on HRM Legal considerations Labor market Society Political parties Unions Shareholders Competition Customers providence engineering science Management Thought Unanticipated events Environmental Influences on HRM Legal Considerations Governmental Legislation national/local. Laws guiding employer and employee actions. Labor Market Potential employees located within certain geographic area always changing. Workforce diversity. Environmental Influences on HRM Society (ethics/social responsibility) Act ethically and responsibly, to remain acceptable to the general public. Unions concourse of employees. Bargain (joint decisions) with management n members behalf. Third party dealing with the company. 04-Oct-12 4 Environmental Influences on HRM Shareholders Owners. may challenge managements programs. Competition In p roduct/service and labor markets. Maintain add together of competent employees. Environmental Influences on HRM Customers Employment practices not to antagonize Capable workforce for quality output. Economy Booming difficult 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 frames (HRIS). HRIS (Assignment WHAT IS HRIS? ) used to obtain and plow information for HR decisions recruitment, benefits administration, safeguarding confidential information. Social Networking Virtual community people use internet to exceed blogs, LinkedIn, Facebook, etc. Environmental Influences on HRM Management Thought (Management practices) Scientific management Behavioral approach System approach (Reading Assignment) Contingency approach Environmental Influences on HRM Unanticipated Events Unforeseen occurrences. Require tremendous me tre of adjustment. CHANGING STRATEGIC ROLE OF HR 04-Oct-12 5Changing Strategic mapping of HR HRs Changing Role Questions Can some HR tasks be performed more efficiently by line managers or outside vendors? Can some HR tasks be centralized or eliminated altogether? Can technology perform some of the tasks that were previously done by HR personnel? Changing Strategic Role of HR Who is Responsible for HRM Tasks? Human resource managers HR outsourcing Professional employer organization (employee leasing) transmission channel managers Changing Strategic Role of HR Human Resource Manager Historically , responsible for HR functions. Staff subject matter 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) Company that leases employees to other businesses becoming common Advantages Economies of scale. greater job m obility for workers. Job security through leasing company. Disadvantage employee loyalty. Changing Strategic Role of HR Line Managers Involved, by nature of their jobs. Now performs HR specialists job due to automation processes record keeping recruitment/selection performance appraisal etc Questions