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Introduction to Human Resource Management 81'2440

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Introduction to Human Resource Management 81.2440. Course Introduction ... to Human Resource Management. Chapter One - Strategic Importance of Human Resources ... – PowerPoint PPT presentation

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Title: 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

17
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

18
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
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