Introduction to Human Resource Management 81'2440

1
Introduction to Human Resource Management
81.2440

• Course Introduction
• Strategic Importance of Human Resources

2
Class Outline

• Review of course outline and requirements
• Introduction to Human Resource Management
• Chapter One - Strategic Importance of Human
  Resources

3
Chapter One

• HR challenges today
• what are the objectives of HR?
• how do you get the HR strategies implemented?
• How are HR departments set up?

4
The HR Environment Challenges

• Demographic
• Legal
• Cultural

• Economic
• Technological
• Political
• Social
• Demographic

5
Economic Challenges

• Global Trade
• international trade, global economy
• increased reliance on exporting (1/3 of GDP)
• expansion of Canadian Co to other countries and
  labor markets

6
Economic Challenges - Productivity Improvement

• Productivity ratio of inputs to outputs
• can increase productivity by
• decreasing inputs required to get a certain level
  of output
• increases profits often result
• increases pay
• can involve process improvements lost jobs

7
HR Productivity

• Outsourcing is becoming increasing popular
• assists in decreasing inputs and increase
  flexibility
• decreases no of permanent workers
• just contract as required

8
HR Productivity

• Can help increase productivity by ensuring
  workers are happy
• involves
• finding better/more efficiency ways to meet
  objectives
• working on improving quality of life
• retraining and outplacement

9
Technology

• Computerization - increased flex., when where
  work is done
• increase speed
• data management
• communications,
• increased access to timely data
• increased need for excellent employee relations
• decreases geographical barriers

10
Automation

• Can increase production speed, customer service,
  consistency and flexibility (ie. 24/7)
• HR person needs to be familiar with new
  technology
• can determine effect on employee and their
  behavior

11
Demographic Challenges

• Refers to the composition of the workforce
• increased no of women in the workplace (70 of
  employmt growth)

12
Demographic Challenges

• 2 main categories of workers ID
• information workers data use, transmission, and
  those who produce the data (fastest growing
  segment)
• non-information workers those working in mfg and
  service sector

13
Demographic Challenges

• Workers and education - increased rate of
  university grads but also increase in literacy
  problems in age group 16
• increased employment of older workers - pop
  increase, uncertainty of retirement benefits

14
Cultural Challenges

• Attitudes towards work - increase requests for
  holidays and varying work weeks
• ethnic diversity - Cdn a cultural mosaic bringing
  additional challenges and opportunities

15
Cultural Challenges

• Government attitude - increase trend towards an
  attitude of decreasing involvement in business
  affairs economic activities

16
Objectives of HR Management

• Mission - to improve production contribution of
  individuals while attempting to attain other
  societal and individual employee objectives

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Objectives of HR Management

• Critical to organization success
• with motivated workforce productivity decreases
• involves balancing various objectives of
  different players

• 3 main players
• organization
• societal objectives
• employee objectives

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Objectives of HR Management

• Organizational - need to focus on companies needs
  and goals 1st before HRs
• Societal - need to respond to needs and changes
  of society, while minimizing the neg. impact on
  the organization

19
Objectives of HR Management

• Employee objectives - assist employees in meeting
  their objectives along with the organizational
  ones
• Example - 1997 Flood

20
Strategic HR Management

• Need to have an HR strategy to have direction and
  game plan
• must encompass the large picture for the Co.
  priorities, mission

• To be effective must obtain, develop, maintain,
  retain the right combination of works to
  facilitate these such goals

21
Strategic HR Management

• 6 basic steps
• Step 1 - evaluate analyze the environment look
  _at_ economic, social and political trends
• then Id threat and opportunities

22
Strategic HR Management

• Step 2 - look at organization missions and goals
  
• where is Co. going and what is the focus

• Step 3 - analysis of organizations strengths and
  culture
• need to ID strengths and weaknesses of both
  elements
• want to select path that best fits

23
Strategic HR Management

• Step 4 - Organization strategies - specifics
• should have well ID specifics of Co. strategies
• Some common ones
• Cost leadership - competitive advantage through
  lower costs

• Differeciation - focus on distinct or unique
  products
• focus strategy - focus on a market segment
  satisfy with low price distinct product

24
Strategic HR Management

• Step 5 - Choice and implementation of HR
  strategies
• need to look at options to ensure viable given
  the constraints above

25
Strategic HR Management

• Step 6 - Review Evaluate HR Strategies
• need to continuously review and change as context
  environment changes require (laws, technology
  etc.)

26
Proactive HR Management

• Strategic approach helps to ID anticipate
  problems B4 damage is caused
• production maintained or interruptions reduced

27
Organization of HR Department
-many HR duties are assumed by management -HR
dept size grows as these duties increase -HR dept
increases in size as need grows -specialization
also increases with size of dept
28
Service Role of HR Department

• Exists to serve internal customers (managers,
  employees and organization)
• normally has an advisory role
• can also have authority to make decisions if
  permitted by Co.
• these can include decisions normally made by
  operations and/or decisions in certain areas for
  efficiency and consistence (ie benefits)

29
HRM Professional

• Provincial certification (CHRP) certified HR
  professional
• Also Canadian certification (CCHRA) national body
• plus various degrees with HR specialty