Human Resource Management: Acquiring and Building Employees Skills and Capabilities

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Human Resource Management Acquiringand Building
Employees Skills and Capabilities
Chapter Thirteen
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• Describe five components of a human resource
  system and its interaction for a competitive
  advantage.
• Appreciate issues in the recruiting process for
  qualified people and the selection process.
• Explain how training and development activities
  help to build abilities, skills and knowledge of
  company employees.
• Understand the process of appraising employees
  performance is a major factor influencing the way
  they wish to contribute to achieving a companys
  goals and objectives.
• Explain why linking pay to performance in a fair
  and equitable manner is an important source of
  employee motivation and commitment to a company.
• Appreciate the importance of good labor relations
  and the importance of collective bargaining in
  aligning the goals of employees and companies.

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• Human Resource Management Systems
• Activities designed to
• Acquire quality human resources
• Build employees skills and capabilities
• Employees
• perform jobs efficiently and effectively
• Creating value for company
• Include
• CEO and top managers
• Middle managers
• Non-managerial employees
• Evaluate Patagonias role in HRM -- relate to
  employees skills/capabilities

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• The HRM Function
• Develops an HRM system set of activities for
  planning, decision making, and execution
  concerning
• Recruitment and selection
• Training and development
• Performance appraisal/feedback
• Pay and benefits
• Labor relations

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• The HRM system
• Recruitment
• Developing and using a company-specific set of
  rules and SOPS
• To identify and attract the best pool of
  qualified job applicant

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• The HR Planning
• Forecasting employees a company will require to
  meet the objectives of its business model
• HRM managers
• First determine what kinds of human resource will
  be needed in the next two years to meet
  objectives
• Analyze skills of current workforce
• Determine which employees can be trained
  accordingly
• Plan for recruiting skills that can not be
  developed

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• Workflow Analysis
• Identifies jobs that will be required to allow
  each value chain function to perform efficiently
  and effectively in the future

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• Job Analysis
• Obtaining detailed information about the job
• Responsibilities
• Performance evaluation criteria
• Personal skills / abilities
• Professional skills / experience / certification
• Position Analysis Questionnaire (PAQ) and asks
  jobholders and their managers detailed questions

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• Recruitment
• External (hiring) or Internal promoting from
  within the organization
• Evaluate role of employees capabilities and
  relate their skills in More People Leaving
  Corporate America video

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• Training and Development
• A process companies use to build / enhance
  employees skills, abilities, and knowledge
• Allows employees to perform their jobs with
  increased efficiency, quality, innovation, and
  customer responsiveness
• Training analysis is a method of discovering
  which kinds of employees need training and
  development

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• The HRM System
• Performance appraisal
• accurately identifies differences in the level
  and quality of employees work performance
• to provide them with feedback that helps raise
  their performance level

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• Performance Appraisal Methods
• Can evaluate two things
• Outcomes of behaviors or actions
• Behaviors or action themselves
• Results-based versus Forced-rankings
• Designed to improve companys competitive
  advantage and linked to pay

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360-Degree Performance Appraisal
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• Pay Structure
• Pay level relative to other companies competing
  for human resources
• Types of pay structure
• Hourly
• Salary
• Incentive link size of reward directly to
  effort / results
• Piecework per unit of work completed
• Commission dollar amount or percentage per unit
  sold
• Merit higher reward (like a raise) for superior
  performance
• Bonus one time

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• Labor Relations
• Trade unions
• Organizations representing the interest of
  workers
• Performing a similar type of job in a company or
  industry
• Collective bargaining
• Process involving union and management
• To negotiate an agreement for
• Working conditions / policies
• Pay / benefits

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• The HRM System
• Labor Relations
• Working with employees, or the unions that
  represent employees
• To create work rules define company and employee
  work responsibilities
• Managing negotiation process necessary to resolve
  problems or disputes

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• A New perspective in HRM
• Not yet adopted by a number of companies
• The individual is the most important resource in
  the organization
• Like other resources, an employee
• Is an asset
• Is limited in supply
• Can increase in value over time
• Can make the competitive difference between
  companies