Role Clarity Through Competency Mapping

04-Oct-12 1 human being imaginativeness focussing Overview Management Essentials Management is the process of efficiently and effectively achieving the objectives of the organization with and through peck. What is an presidency? Purpose Structure People Management Essentials Primary Functions of Management be after establishing goals. Organizing determining what activities need to be done. Leading assuring the right people are on the business and motivated. Controlling monitoring activities to be accepted goals are met. Human Resource Management process of acquiring, utilizing, improving, and preserving an organizations orkforce. set of organisational activities directed at attracting, developing, and maintaining an effective work force. All accomplished to achieve organizational objectives Human Resources Process Recruitment Orientation/ Training Human Resource supply movement Compensation External Influences External Influences Disengagement survival of the fittest system of rulesal Boundaries Organizational Boundaries 04-Oct-12 2 HRM Process 1. Human Resource Planning Forecasting Demand Supply and Job Analysis. 2. Staffing the Organization Recruitment, Selecting, and Orientation. 3. Developing the custody Training and Performance Appraisal. . Compensation and realise Wages and Salaries, Incentive and Benefit Programs. Basic Functions of HRM Staffing Human Resource Development Compensation Safety and health Employee and Labor Relations Importance of HRM to an Organization concerned with the people dimension. it is both(prenominal) staff (support) function (assists line employees) and function of every managers pipeline. Importance of HRM to an Organization The strategical Nature support the business schema assist in maintaining competitive advantage. determines value added to the organization Importance of HRM to an Organization Changing purlieu, Changing HR managers roles (HRM today requires a new aim of soph istication) Jobs have become more technical and skilled. Employment legislation has lay new requirements on employers. Traditional job boundaries blurred with advent of date teams, telecommuting, etc. Global competition has increased demands for productivity. Human Resource support Recruiter EEO coordinator Training specialist Labor relations specialist Job analyst Compensation manager HR Certification 04-Oct-12 3 ENVIRONMENTAL INFLUENCES ON HRM Recruitment Orientation/ Training Human Resource Planning Performance CompensationOrganizational Boundaries External Influences Disengagement Selection External Influences Organizational Boundaries legal considerations semipolitical parties unions shareholders association competition customers economy technology unanticipated events labor securities industry HUMAN RESOURCE MANAGEMENT Internal Environment External Environment Marketing Operations Finance Others legal considerations labor grocery store society political parties uni ons shareholders competition customers technology economy unanticipated events Organizational Environments reexamination ENVIRONMENTAL INFLUENCES ON HRM Environmental Influences on HRM Legal considerations Labor market ball club Political parties Unions Shareholders competitor Customers Economy Technology Management ideal Unanticipated events Environmental Influences on HRM Legal Considerations Governmental Legislation discipline/local. Laws directing employer and employee actions. Labor Market Potential employees located within certain(a) geographic area always changing. Workforce diversity. Environmental Influences on HRM Society (ethics/social responsibility) Act ethically and responsibly, to remain acceptable to the general public. Unions assort of employees. Bargain (joint decisions) with management n members behalf. Third party dealing with the company. 04-Oct-12 4 Environmental Influences on HRM Shareholders Owners. May challenge managements p rograms. Competition In product/service and labor markets. Maintain supply of skilled employees. Environmental Influences on HRM Customers Employment practices not to antagonize Capable workforce for quality output. Economy Booming difficult getting qualified workers. downswing more applicants available. Different economies in same country. Environmental Influences on HRM HR Technology Innovations has led to Human Resource Information dusts (HRIS). HRIS (Assignment WHAT IS HRIS? ) used to have and track information for HR decisions recruitment, benefits administration, safeguarding confidential information. Social Networking Virtual fraternity people use internet to communicate blogs, LinkedIn, Facebook, etc. Environmental Influences on HRM Management Thought (Management practices) Scientific management Behavioral approach System approach (Reading Assignment) Contingency approach Environmental Influences on HRM Unanticipated Events unanticipated occurrence s. Require tremendous amount of adjustment. CHANGING STRATEGIC ROLE OF HR 04-Oct-12 5Changing Strategic image of HR HRs Changing mathematical function Questions Can some HR tasks be performed more efficiently by line managers or outside vendors? Can some HR tasks be centralized or eliminated altogether? Can technology perform some of the tasks that were previously done by HR personnel? Changing Strategic Role of HR Who is Responsible for HRM Tasks? Human resource managers HR outsourcing professed(prenominal) employer organization (employee leasing) Line managers Changing Strategic Role of HR Human Resource Manager Historically , responsible for HR functions. Staff efficiency support other managers on HR matters. Today, getting smaller. HR Outsourcing move out of responsibility to external provider. Changing Strategic Role of HR master copy Employer Organization (Employee Leasing) Company that leases employees to other businesses becoming common Advantages E conomies of scale. Greater job mobility for workers. Job security through leasing company. Disadvantage employee loyalty. Changing Strategic Role of HR Line Managers Involved, by nature of their jobs. Now performs HR specialists job due to automation processes record keeping recruitment/selection achievement appraisal etc Questions