© 2011 by nelson education ltd. 1. review of course outline review of evaluation method review...

CHANGING NATURE OF HUMAN RESOURCES

© 2011 by Nelson Education Ltd.

1

INTRODUCTION

Review of course outline Review of evaluation method Review of course addendum and important

dates

INTRODUCTION HR Management undergoing significant

transition Moving from transactional to strategic Organizational HR practices affected

largely by the external environment – but also impacted by internal factors, i.e. Organizational culture


WHAT IS HRM? Policies, practices and systems that

influence an employee’s behaviour, attitude, and performance in the attainment of organizational goals.


WHAT IS STRATEGIC HRM? Process of linking HR functions with

strategic objectives of the organization Goal of improving performance Effectiveness of HR is increased through

the use of HR Metrics HR Technology (HRMS) used to help with

HR Planning, for instance


HUMAN RESOURCE ACTIVITIES


HR IN ORGANIZATIONS The number of small businesses is

increasingHR issues becoming significant Inability to maintain an HR departmentConsideration to add an HR person as size

increases HR and Front Line Managers

HR Staff must work with front-line managers to help implement HR systems


DIVISION OF HR RESPONSIBILITIES


HUMAN CAPITAL MANAGEMENT Organizations manage 4 types of assets:

PhysicalFinancial IntangibleHuman Capital

Collective value of the capabilities, knowledge, skills, life experiences, and motivation of organizational workforce


HUMAN RESOURCES AS A CORE COMPETENCY Unique capability that creates high

value and differentiates an organization from competitorsWhat opportunities does the organization

create with their human resource practices to help create that competitive advantage?


CHALLENGES IN HR MANAGEMENT Business Globalization

OutsourcingOffshoringNearshoringSecurity and terrorism

Economic and Technological ChangesOccupational shiftingWorkforce availability / Quality Concerns


CHALLENGES IN HR MANAGEMENT• Organizational costs and restructuring• Labour

– Employee Retention– Contingent workforce growth– Technological shift / internet

• Workforce demographics and diversity– Multiculturalism – ensures citizens can keep

their identity, take pride in ancestry and have a sense of belonging. • Visible minorities - • Women• Aging workforce


PRACTICAL APPLICATION In pairs, discuss the impact of

contingent work on individuals and their families.

http://www.youtube.com/watch?v=UurnM6Q_Pr4




HR MANAGEMENT ROLES


ADMINISTRATIVE ROLE Utilize technology to improve

administrative efficiency Most common outsourced functions

EAP – Employee Assistance ProgramPension / retirement planningBenefits AdministrationTrainingPayroll Services


EMPLOYEE ADVOCATE & OPERATIONAL ROLE Advocate

Important for organization – better place to work

Operational Role Requires HR Professionals to identify and

implement needed programs and policiesTactical in nature, i.e. legislative compliance

/ job application processingSometimes creates conflict between HR and

front-line managers


OPERATIONAL TO STRATEGIC TRANSFORMATION


STRATEGIC ROLE FOR HR Strategic business partner that provides

an ROI to organization Collaborative

HR professionals come together to address shared HR issues


HUMAN RESOURCES MANAGEMENT SYSTEM Integrated system that provides

information used by HR management, in conjunction with other managers in decision making, i.e. payroll, employment equity activities

Purpose of HRMS Improves efficiency relative to data

compilation on employees and HR activities of those employees

Assists with HR Planning – allows managers to make better decisions based on actual information


ETHICS AND HR MANAGEMENT Strategic role of HR entails influencing

organizational ethics at all levels High ethical standards help

organizations:Achieve strategic/profit goalsHave longer term success

Organizational Culture is a primary determinant of ethical behaviour


HR’S ROLE IN ORGANIZATIONAL ETHICS


HR MANAGEMENT COMPETENCIES AND CAREERS Generalist – has responsibility for variety

of HR activities Specialist – in-depth knowledge and

expertise in limited area(s) of HR such as:Pensions and Benefit AdvisorStaff RecruiterLabour Relations OfficerTraining and Development Coordinator


HR PROFESSIONALISM AND CERTIFICATION• Professional associations play an

integral role in ensuring HR Professionals practice ethical HR

• Certification is an integral component of bringing credibility to the HR Profession

• Certified Human Resources Professional (CHRP) nationally recognized professional designation for HR professionals– Continuing recognition of holder’s

professionalism in field– Resource – www.hrpa.ca


http://www.hrpa.ca/

DISCUSSION QUESTION How has technology transformed

HR?

Why is it important for HR to work cooperatively with operating managers?


CASE STUDY #1 - RANKIN FURNITURE Available at www.zinni.nelson.com

Read this case study and be prepared to answer these questions during a class discussion

Be sure to use your own creative thoughts and ideas, not a direct summary that can be found in the case.


http://www.zinni.nelson.com/

SUMMARY• This chapter touched on the foundational

pieces that will guide the remainder of this course.

• HR movement from traditional to strategic is important for organizations.

• HR is important to all employees – regardless of their role in the organization.

• Ethics plays an important role in HR Management

• HR Professionals in particular, must uphold these standards.

• HR Profession is guided by a set of ethics© 2011 by Nelson Education Ltd.

© 2011 by nelson education ltd. 1. review of course outline review of evaluation method review...

Documents