HR AS A PROFIT CENTER: The Albertson Case 82 Tools for Strategic Human Resource Management 82 HR METRICS AND BENCHMARKING 84. The new features of HR as a Profit Center give readers real-world examples of HRM practices they can apply in their workplaces to reduce costs and increase revenues. and improve performance.
A completely revised Chapter 10 on Employee Retention, Engagement, and Careers, and a completely rewritten and practical discussion in
Human Resource Management, 13th edition provides students in human resource management courses and practicing managers with a comprehensive review of essential personnel management concepts and techniques in a highly readable and understandable form. A new feature in the box, Strategic Context, paired with new strategic human resource management opening scenarios. These boxes illustrate the opening scenarios of human resource management. These boxes illustrate the strategic context of each chapter's material, for example, how L.L.Bean's employee selection standards help produce employee competencies and behaviors that in turn support L.L.Bean's customer service strategy.
NEW FEATURES
SUPPLEMENTS
The purpose of this chapter is to explain what human resource management is, and why it is important to all managers. And we will see that human resource management is also a separate function, usually with its own human resource or HR manager.
LEARNING OBJECTIVES
Its managers know that courteous, professional workers are the key to such customer service, and that attracting and nurturing such employees requires the right human resource practices. We will see that human resource management activities such as recruiting, training, appraising, rewarding and developing employees are part of every manager's job.
WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT?
Staff (assisting and advising) functions. Assisting and advising line managers is the heart of the personnel manager's job. The HR team then draws up a training program which the line manager then (usually) administers.
THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT
And for that, you'll need a good working knowledge of the human resource management concepts and techniques in this book. For example, Levi Strauss, one of the last major clothing manufacturers in the United States, closed the last of its American factories a few years ago.
HR AS A PROFIT CENTER
It says they may be the most high-maintenance workforce in the history of the world. The challenging times mean that for the foreseeable future and even long after things turn positive, employers will have to be more frugal and creative in managing their human resources than they may have been in the past.
THE NEW HUMAN RESOURCE MANAGERS
THE STRATEGIC CONTEXT
69They say that the HR manager's programs (such as screening tests and training tools) are merely a means to an end. As the HR manager's job becomes more demanding, HR managers are becoming more and more professional.
THE PLAN OF THIS BOOK The Basic Themes and Features
The test specifications for the HRCI exams, as well as new SHRM-related learning guides and exercises for human resources courses, are found in the SHRM Supplement at the end of this book. Finally, with all the changes taking place, the employment outlook for HR managers looks good.
CHAPTER CONTENTS OVERVIEW
- Introduction
- Recruitment, Placement, and Talent Management
- Training and Development
- Compensation
- Employee Relations
- All managers should understand the importance of human resource management. Doing so helps
A changing environment today affects what human resource managers do and how they do it. As part of this, employers expect their HR managers to be able to create high-performance work systems that produce superior employee performance.
CHAPTER SECTION SUMMARIES
Line managers' human resource duties include placing the right person on the job, and orienting and training new employees. Technology requires more employees to be technologically savvy and pushes employers to improve their human resource processes by applying new technological tools.
DISCUSSION QUESTIONS
The personnel manager's duties include supervising his own employees, coordinating the company's overall personnel policies, and assisting and advising line managers in personnel management. To do so, HR managers should be able to apply evidence-based human resource management, meaning the use of data, facts, analysis, scientific rigor, critical evaluation and critically evaluated research/case studies to support human resource management proposals and decisions. , practice and conclusions.
INDIVIDUAL AND GROUP ACTIVITIES
EXPERIENTIAL EXERCISE
APPLICATION CASE
CONTINUING CASE
KEY TERMS
ENDNOTES
See Career Development for Human Resource Professionals, Society for Human Resource Management Research, Second Quarter 2008, p. Helen Shipton et al., HRM as a predictor of innovation, Journal of Human Resource Management16, no.
EQUAL EMPLOYMENT OPPORTUNITY 1964 1991
Third, Chief Justice Burger's opinion placed the burden of proof on the employer to prove that the employment practice was work-related. The test or other optional internship must be related to the job, and the burden of proof is on the employer.
EQUAL EMPLOYMENT OPPORTUNITY 1990 91 PRESENT
EEO laws do not apply to jobs outside the US when the employer is a foreign entity, even if the employee is a US EEO laws apply to jobs outside the US when the employer is a US.
DEFENSES AGAINST DISCRIMINATION ALLEGATIONS
Once the person proves the adverse impact (to the satisfaction of the court), the burden of proof shifts to the employer. The court agreed that the requirements did have a negative impact on members of the person's minority group.
ILLUSTRATIVE DISCRIMINATORY EMPLOYMENT PRACTICES
But it held that, in view of the cost of the training program and the enormous human and financial risks of hiring unqualified candidates, the selection standards were a business necessity and were job-related.78. Supervisors who make mistakes in management may be personally liable to pay a portion of the judgment.
THE EEOC ENFORCEMENT PROCESS
After a complaint is filed (or the state or local grace period has ended), the EEOC has 10 days to serve notice on the employer. Make sure there is information in the EEOC's file that shows a lack of merit to the charge.
DIVERSITY MANAGEMENT AND AFFIRMATIVE ACTION PROGRAMS
Learn about other cultures and groups Set an example, follow the talk Participate in diversity management. All employees are included in the inner circle that contributes to the ultimate success of the company.
Move beyond your personal comfort zone. For example, put yourself in more situations where you are an outsider
Issue a written equal employment policy stating that the company is an equal employment opportunity employer and that the employer is committed to affirmative action. Research current minority and female employment by department and job classification to determine where affirmative action programs are particularly desirable.
Several of the most important equal employment opportunity laws became law in the period from 1964
Richard Wiener et al., The Fit and Implementation of Sexual Harassment Law to Workplace Evaluations, Journal of Applied Psychology87, nr. Bergman et al., The (U)reasonableness of Reporting: Antecedents and Consequences of Reporting Sexual Harassment, Journal of Applied Psychology87, no.
THE STRATEGIC MANAGEMENT PROCESS
FORMULATE STRATEGIES TO ACHIEVE THE STRATEGIC GOALS Next, the manager chooses strategies courses of action that will enable the company
For example, the company's competitive strategy should shape the company's human resource management policies and practices. 11 How personnel managers assist top management with mergers illustrates how functional managers (and especially personnel managers) can support the company's strategic goals.
STRATEGIC HUMAN RESOURCE MANAGEMENT
Managers use several tools to translate the company's broad strategic goals into human resource management policies and activities. A process for setting financial and non-financial objectives or metrics in the chain of activities related to human resource management required to achieve the company's strategic goals and to monitor results.
HR METRICS AND BENCHMARKING
Human capital facts. For example, what are the key indicators of the overall health of my organization. Human capital investment analysis. For example, which actions have the biggest impact on my business.
WHAT ARE HIGH-PERFORMANCE WORK SYSTEMS?
- Strategic planning is important to all managers. All managers personnel and other decisions should be
- The manager will want to gather and analyze data prior to making decisions. A high-performance work
- A living company is a learning company. The high-tech nature of Siemens business means that employees must
- VIDEO CASES APPENDIX
A high performance work system is a set of human resource management policies and practices that promote organizational effectiveness. A high performance work system is a set of human resource management policies and practices that work together to ensure superior employee performance.
SYNOPSIS
The main topics we will cover in this chapter include the talent management process, the basics of job analysis, methods for gathering job analysis information, writing job descriptions, and writing job specifications. 6. Explain competency-based job analysis, including what it means and how it is done in practice.
THE TALENT MANAGEMENT PROCESS
Consistently uses the same profile of competencies, traits, knowledge, and experience for formulating recruitment plans for a job as for making selection,
For example, the talent management suite of Talent Management Solutions (www.talentmanagement101.com) includes electronic recruiting software, employee performance management, a learning management system, and compensation management support. SilkRoad Technology's talent management solution includes applicant tracking, onboarding, performance management, compensation and employee intranet support.
THE BASICS OF JOB ANALYSIS
REVIEW RELEVANT BACKGROUND INFORMATION SUCH AS ORGANIZATION CHARTS, PROCESS CHARTS, AND JOB DESCRIPTIONS 11
WORKFLOW ANALYSIS AND JOB REDESIGN Job analysis enables a manager to list what the tasks and requirements of a job are now. The firm's HR director described the workflow analysis as follows: We followed the life of a claim from where it arrived in the mail and where it ultimately ended up in order to find ways to improve the process.12.
ACTUALLY ANALYZE THE JOB BY COLLECTING DATA ON JOB ACTIVITIES, WORKING CONDITIONS, AND HUMAN TRAITS AND
Many proposed job redesign solutions such as job enlargement, job rotation, and job enrichment to address such problems. Job expansion means assigning workers additional activities of the same level. Thus, the worker who previously attached the seat only with bolts to the legs can also install the back. Job rotation means the systematic movement of workers from one job to another.
VERIFY THE JOB ANALYSIS INFORMATION WITH THE WORKER PERFORMING THE JOB AND WITH HIS OR HER IMMEDIATE SUPERVISOR
The job analyst decides whether each of the 194 items plays a role and, if so, to what extent. You can then submit a summary of the work along with its 3-digit rating on a form such as Figure 4-5.
WRITING JOB DESCRIPTIONS
The job summary should summarize the essence of the job, and include only its most important functions or activities. As in Figure 4-7, list each of the job's most important duties separately, and describe them in a few sentences.
MANAGING THE NEW WORKFORCE
What is the title of the supervisor or manager to whom the post holder must report. How much authority does the post holder have in matters such as training or leading other people.
WRITING JOB SPECIFICATIONS
In contrast, the traditional job duty might say, accept orders of clothes from customers and place them in laundry bags; give customers receipts). This matrix lists each of the four or five main job duties in column 1; the task statements associated with each job duty in column 2; the relative importance of each job duty and the time spent on each job duty in columns 3 and 4; and the knowledge, skills, ability and other characteristics or competencies related to each job duty in column 5.42 The task statement matrix provides a more comprehensive picture of what the worker does and how and why he or she does it than a conventional job description.
PROFILES IN TALENT MANAGEMENT
You must understand the mechanics of job analysis and have a thorough knowledge of job analysis questionnaires. Half of the groups in the class will develop a job description using the Job Analysis Questionnaire (Figure 4-3), and the other half of the groups will develop it using the Job Description Questionnaire (Figure 4-9).
INTRODUCTION
WORKFORCE PLANNING AND FORECASTING
The process of deciding what positions the firm will need to fill and how to fill them. TREND ANALYSIS Trend analysis means studying the variations in the firm's employment levels over the past years.
THE NEED FOR EFFECTIVE RECRUITING
Finally, the company knows that out of six leads that come from all of its HR sources, it typically invites only one candidate to an interview at a ratio of 6 to 1. Based on these ratios, the company knows that it needs to generate about 1,200 leads in order to invite 200 successful candidates to their offices for interviews.
INTERNAL SOURCES OF CANDIDATES
Succession planning involves three steps: identifying key needs, developing internal candidates, and evaluating and selecting those to fill key positions. EVALUATE AND SELECT Finally, succession planning requires evaluating these candidates and selecting those who will currently fill key positions. 34.
OUTSIDE SOURCES OF CANDIDATES
What is the policy if the client wants to hire one of the agency's permanent employees. Provide applicants with information on aspects of the job that are important to them, such as salary, location and diversity.
RECRUITING A MORE DIVERSE WORKFORCE
The problem is that this limited flexibility may not be enough for many single parents in light of the conflicting pressures at work and at home that many face. Sometimes (as we saw) there is a lack of flexibility in planning, given the responsibility for the care and education of the children.
DEVELOPING AND USING APPLICATION FORMS Purpose of Application Forms
Employers use a variety of outside sources of candidates when recruiting applicants
See also Recruiting disabled more than good deed, experts say, BNA Bulletin to Management, 27 February 2007, pp. 28 30; Video CVs can highlight applicants' abilities but give rise to discrimination, BNA Bulletin to Management, 20 May 2007, p.169 170.
