Human ResourcesBy Stacey L. Vernooy

24-Jan-11

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Strategic HR Management Model

Plan HRAttract

HR

Motivate &

Reward HR

Maintain High

Performance

Place, Develop

& Evaluate

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Challenges facing OrganizationsEconomicTechnological

Demographic

CulturalLegal

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Economic challenges…Global Trade – NAFTA and competition for cost-effective

labour and ‘brain drain’

Productivity – the ratio of a firms outputs : inputs

goods and services : people, capital, materials, energy

Outsourcing – contracting tasks to outside agencies or persons

Outplacement – assisting employees to find job with other employers

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Technological – the way we workComputerization – a major technological

change allowing the processing of vast amounts of data at great speeds enabling organizations to improve efficiency and responsiveness & flexibility in operations

Telecommuting – paid labour performed at the employees home, full time or part time with assistance of PC’s modems, fax machines etc.

Automation – the automatically controlled operation of a process, system or equipment by mechanical or electronic devices

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Demographic…the education, age, geography, % participation levels

that occur slowly and are usually known in advance

Workforce

Information

Knowledge Data Workers (Clerical)

Non-Information

Manufacturing Service

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Demographic …Trends – factors that impact the

climate of the workforce1. Increased # of Women in the Workforce2.Shift to knowledge workers3.Education Level4.Employment of Older Workers5.More Part-time, Casual, Contract and

Contingent Workers

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The division of Information workers …Data workers – members of mostly clerical

occupations that use, transmit or manipulate symbolic info by knowledge workers

Knowledge workers - Members of occupations that generate, process, analyze or synthesize ideas and information (scientists, engineers, management consultants)

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Cultural

Work Related AttitudesBoomers – respect authority, team orientedGen ‘X’ – prioritize life balance, self reliantGen ‘Y’ – fear boredom, continue education

Changes in core cultural or social values

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Attitudes toward GovernmentBasic assumptions of the role of government in

business and society, intervention, welfare

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Cultural …Ethnic Diversity

Cultural mosaic – Canadian ideal of encouraging each ethnic, racial and social group to maintain its own cultural heritage

Moral Values - principles that guide behaviour Universal Situational Subjective

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Human Resources ObjectivesOrganizational

Short and long term goals that HR aims to achieve

SocietalSocietal priorities (i.e.. lower pollution levels)

that HR targets while settling its own objectives

EmployeeGoals set by HR department to assist

employees to achieve personal goals that will enhance their contribution to organization

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Strategic HR Management

Integrating HR management strategies and systems to achieve overall mission, strategies and success while meeting ‘needs’ of employees and other shareholders

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Strategic HR ManagementEnvironmental Analysis

Organizational Mission & Goals Analysis

Organizational Structure Strengths

Organizational Strategies

Choice & Implementation of HR Strategies

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Organizational Strategies …Cost Leadership – lower production costs

and operating budget

Differentiation – distinct product or unique service

Focus – needs of a specific segment of the total market

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The ‘future’ of business …Business MasteryEconomical, Functional,

Financial

HR Tools MasteryStaffing & Planning

Change MasteryProblem Solving,

Negotiation

Personal Credibility

Ethical, Trustworthy,Inspire

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Thank You

Questions & Comments

Introduction and Overview

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Human Resource Planning Job Analysis & Design

Job analysis – systematic study of a job to discover specifications and skill requirements. Useful for wage setting, recruitment, training job simplification purposes.

job group of related activities or duties

position collection of tasks & responsibilities performed by an individual1/24/2011

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Steps in the Job Analysis ProcessI. Preparation for Job Analysis

I. Familiarize with the organization and the jobs

II. Determine uses of job analysis

III. Identify jobs to be analyzed

II. Collection of Job Analysis InformationI. Determine Sources of Job

DataII. Data Collection instrument

designIII. Choice of Method for Data

Collection

III. Use of Job Analysis InformationI. Job DescriptionII. Job SpecificationIII. Job Performance

StandardsIV. Job RedesignV. Design HRISVI. Changing HR Systems i.e..

payrollVII. Organizational change &

Redesign Work flow1/24/2011

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Human Resource Planning

Systematically forecasts an organizations future demand

for, and supply of employees and matches supply with

demand.

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Causes of Demand External Challenges

Economical Developments – new factories Social, Political & Legal Challenges Technological Changes – computer automation Competitors

Organizational Challenges Strategic Plans – identification of a firms mission and objectives

and its proposals for achieving Budgets Sales, Production Forecasts New Ventures Organization and job designs

Workforce Challenges Employee actions – Retirement, resignations, terminations,

deaths and leaves of absence

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Forecasting Techniques

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Expert vs. Trend vs. Other

(Asking) vs. (Data) vs. (Predictions)

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Human Resources Information Systems (HRIS)

1. Relational vs. Non-RelationalCorresponding updates, interdependent variables

2. Referential IntegrityVerification / qualification = error checking

3. Breadth and Size of HRISAbility to evolve, capture and correspond efficiently

4. Types of OutputsPredictive modeling – benefit -- anticipated costs

Compensation / union increases5. Internal software

Consistency among industries6. Access to HRIS information

Privacy vs. Delayed Decisions7. Security

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Human Resource Accounting

The process of identifying, measuring, accounting and forecasting the value of Human Resources in order to facilitate effective management.

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Identifying the goals of the organization

Coordinating the objectives with the employees to gather

commitment and dedication toward success

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Please continue with

Human Resources Step by Step

By Stacey L. Vernooy

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Thank youQuestions, Comments & Concerns

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