1

Contemporary Challenges

• In social issues include: – leadership development

• new and unexperienced management are

replacing the established management team

– social media• HR departments must put policies in place to

protect their companies image

2

Contemporary Challenges

• In political issues include: – healthcare law compliance

• The Affordable Care Act– HR departments determine which insurance

providers can be used, which affects everyone

in the company

– tax rates • corporate taxes

– a tax which must be paid by a company based

on the amount of profit generated

3

Changes to a Company

• Can include: – downsizing

– outsourcing and employee leasing

– off shoring

4

Downsizing

• Is making a company smaller by

eliminating staff positions

• Should be handled by HR – being compassionate

– treating employees with

respect

– being honest

5

Outsourcing & Employee Leasing

• Is getting goods or services from an

outside supplier

• Is generally used by companies with fewer

than 50 employees

• Can cause some problems with

employees by becoming impersonal – employees may feel uncomfortable talking

with a HR advisor who only comes in when

there is a problem, as opposed to someone

who is always around

6

Off Shoring

• Is when companies base their products or

services overseas to take advantages of

lower costs

• Has disadvantages such as: – language barriers

– time differences

– lower productivity

7

Strategic Planning

• Is the course of action taken to achieve

long-range goals

• Reflects the company's direction and

purpose

• Is needed to ensure employees can

achieve objectives by being:– adequate

– qualified

– capable

8

Strategic Planning

• Can be achieved by: – overcoming resistance

– engaging employees

– implementing plan in phases

– communicating

9

Overcoming Resistance

• Can be done by focusing on key strategies – clearly and consistently

• in advance of when change is to happen

– helping employees better understand what is

happening • the reason behind the change as well as the

way it may affect them

10

Overcoming Resistance

• Can be done by focusing on key strategies – ensuring what is being planned to take place

is for the better• spread positive messages about the change

– providing strong support • ensuring mangers are provided with training

and information need to answer employee

questions

11

Engaging Employees

• Is important in order to focus on key

strategies – developing a team approach

• include perspectives from a variety of

departments and levels

– assigning roles• allocating responsibilities

in order for employees to

feel they are needed

12

Engaging Employees

• Is important in order to focus on key

strategies – increasing focus on employees

• especially ones who are most affected

– understanding the strategic plan • having different motivational factors for each

employee

13

Implementing the Plan in Phases

• Is important in order to focus on key

strategies– prepare

• develop a planning team and outline key roles

– manage • include plans which communicate operations

– reinforce • collect and analyze feedback and implement

corrective actions where needed

14

Communicating

• Is important in order to focus on key

strategies– providing pre- and post-surveys

• before and after strategic plan to see overall

process

– using formal and informal communication • e-mails and in-person meetings

– being clear and concise • especially when it comes to how long the

strategy will take

– understanding worst case scenarios • develop strategies to address them

15

Human Resource Management

• Is designed to maximize employee

performance, focusing on polices and

systems; also known as HR

• Serves as a link between an organization's

management and its employees by:– recruiting for the company through social

media, online publishing, etc.

– training employees through mentors and

orientation

– focusing on the retention status of good

employees

– recording performance evaluation outcomes 16

Human Resource Management

• Responsibilities include: – managing internal business relationships

– managing external business relationships

– retaining good employees

– overseeing an organization's recruitment,

interviews, selection and hiring process

through job analysis

– developing employee involvement

– handling flexible work schedules

– dealing with contemporary challenges

– dealing with changes within the organization

17

Internal Business Relationships

• Should be positive – having common courtesy

• be polite to everyone

– using effective communication• learn who works best with different forms of

communication (i.e.; e-mail, phone calls, etc.)

– respecting other individuals’ time • show up on time or if you are in charge of a

meeting start on time and do not go over the

time set aside for the meeting

18

Internal Business Relationships

• Should be positive – welcoming new employees

• always have an open door

– following up with individuals• allow individuals to ask additional questions

and become more comfortable

19

External Business Relationships

• Are kept positive by: – mentoring

• advise or train a new employee– example: training a manager who is going to

manage a different store

– networking• exchanging information and developing

contacts to further a career through

interactions with others

• most positions are filled though referrals from

employee networks

20

External Business Relationships

• Are kept positive by: – collaborating

• working with a different company on the same

projects – example: Coca-Cola® and ECO Plastics work

together to produce recycled plastic containers

21

Retention Strategies

• Include: – communicating

• meeting in person on a regular basis

– coaching• do not just manage, take genuine interest in

employees as individuals

– creating growth opportunities • look to promote from within the company

– providing incentives• child care, pay raises, payed vacation, time off,

etc.

– establishing clear expectations• set SMART goals and deadlines

22

Job Analysis

• Is the concept of studying and collecting

information relating to the responsibilities

of a specific job

• Is used by human resources to: – decide to hire

– determine salary ranges

– establish job titles

– create employee's job goals and objectives

– develop a career plan

– create reasonable accommodations

– manage and evaluate performance

23

Employee Involvement

• Is the participation of all employees to help

the organization meet goals regardless of

differences– creating a positive work environment based

on trust, exceptional customer service,

collaboration, teamwork and operational

excellence

24

Flexible Work Schedules

• Helps with work life balance and increased

productivity

• Include:– scheduling of hours worked and

arrangements regarding shifts and breaks

– amount of hours worked such as part time

jobs

– ability to work from anywhere with a Internet

connection

25

Flexible Work Schedules

• Are used by human resources by: – being able to adjust employees schedule on

short notice for an unplanned event

– helping the employee to avoid using vacation

time or sick days

26