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KYTC. Prepared by: Safaa S.Y. Dalloul. E-HRM | Intro.| Unit 1. http ://safaadalloul.wordpress.com. 2013-2014. 1. 3. HRM Introduction. HRM and Environment. 2. HRM Functions. 4. 6. 5. HRM Perform Task. HR Diversity. HRIS. 1. HRM introduction. - PowerPoint PPT Presentation
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Prepared by: Safaa S.Y. Dalloul
E-HRM | Intro.| Unit 12013-2014http://safaadalloul.wordpress.com
KYTC
4HRM Perform Task
1HRM
Introduction
2HRM Functions
3HRM and Environment
5HR Diversity
6HRIS
Human Capital Management, Human Capital Assets, and HRM Definition
HRM INTRODUCTION1
Do You Know the Meaning of
Capital?
Do You Hear about Types of
Capital?
For Your Information
The Capital is every thing can be converted to value.
Types of Capital
Financial Capital Natural Capital Social Capital Instructional Capital Human Capital
Examples
Obligation, Liquidity of Money Ocean, River Brand Value, Goodwill Knowledge (Academic) Social, Instructional, and Individual
Human Capital Management
It is the task of measuring the cause and effect of
relationship of various HR programs and policies on the
bottom line of the firm.
Human Capital Management
A company's human capital asset: is the collective sum
of the attributes, life experience, knowledge,
inventiveness, energy and enthusiasm.
Note: HCM attempts to obtain additional productivity from workers, so HR plays a significant role.
Continued
Definition Of HRM
HRM: is the utilization of a firm's human resources to achieve
organizational objectives and it is an individual dealing with
human resources matters faces a multitude of challenges.
Define the following: Human Capital Management
Human Capital Asset HRM
2 HRM FUNCTIONS
Staffing, HR Development, Compensations and Benefits, PA, Safety, Employee Relations, HR Research
HRM Functions | Staffing
The process through which an organization ensures that it
always has the proper number of employees with the appropriate
skills in the right jobs at the right time to achieve the
organization's objectives.
HRM Functions | HR Development
It consists of not only training and development, but also of
individual career planning and development activities,
organization development and performance appraisal.
Note: Human resources development is a major HRM function.
HRM Functions | Compensation and Benefits
A well-thought-out compensation system provides employees
with adequate/suitable and equitable rewards for their
contributions to meet organizational goals.
HRM Functions | Compensation and Benefits
Pay: the money that a person receives for performing a job.
Continued
HRM Functions | Compensation and Benefits
Benefits: Additional financial rewards;
differ from base pay, including paid
vacations, sick leave holidays and
medical insurance.
Continued
HRM Functions | Compensation and Benefits
Non-financial rewards; Non-monetary rewards; such as
enjoyment of the work performed or a satisfactory of
workplace environment that provides flexibility.
Continued
HRM Functions | Performance Appraisal
It is a formal system of review and evaluation of individual or
team task performance.
The focus of PA in most firms remains on the individual
employees.
HRM Functions | Performance Appraisal
An effective appraisal system
evaluates accomplishments and
initiates plans for development,
goals, and objectives.
HRM Functions | Safety and Health
Safety: involves protecting employees from injuries caused by work-related accidents.
Health: refers to the employees' freedom from physical or emotional illness.
HRM Functions | Employee and Labor Relations
A business firm is required to
recognize a union and bargain
with it in good faith if the firm's
employees want the union to
represent them.
HRM Functions | HR Research
Although human resource research is not a distinct HRM
function, it pervades all functional areas, and the
researcher's laboratory is the entire work environment.
Summarize the HR Functions
3 ENVIRONMENT FACTORS
Environment Factors
Internal Factors
• The factors that affect a firm's human resources from inside organization's boundaries.
– Discuss
External Factors
• The factors that affect a firm's human resources from outside organization's boundaries.
– Discuss
Environment Factors That Affect HRM
The labor forces
Technology
Economy
Legal
SocietyCustomers
Competition
Shareholders
Unions
The Labor Force
The labor force is a pool of external individuals to the firm
from which the organization obtains its workers.
As new employees are hired from outside the firm, the
labor force is considered an external environmental factor.
Legal Consideration
Refers to federal, state and local legislation. Many court
decisions interpreting this legislation, in addition to
presidential executive orders.
Society
Society exerts/uses pressure on HRM.
To remain a company acceptable to the
general public, it must accomplish its
purpose while complying with societal
norms.
Social responsibility: the implied enforced or felt obligation of
mangers, acting in their official capacity to serve or protect the
interests of groups rather than themselves.
Ethics: The discipline dealing with what is good and bad or right
and wrong or with moral duty and obligation.
ContinuedSociety
Union: comprise of employees who have joined together for the
purpose of dealing with their employer.
Unions become a third party when dealing with the company.
In a unionized organization, the union negotiates an agreement
with management.
Unions
Shareholders: The owners of a corporation.
As they invest money in the firm, they may
challenge at times programs considered by
management to be beneficial to the
organization.
Shareholders
Firms may face intense competition in both their product or
services and labor markets.
Competition
The people who actually use a firm's goods and services.
As sales are crucial to the firm's survival, management has the
task of ensuring that its employment practices do not antagonize
its customers.
Customers
Technology affects every area of a business
including HRM.
Technological changes occur so rapidly nowadays.
HR technology has the potential to either increase or
decrease an organization's worth.
Technology
The economy is a major environmental factor affecting HRM.
When the economy is booming, recruiting qualified workers is more
difficult, and when downturn is experiences, more applicants are
typically available.
The Economy
Students Time
HRM TASK
4
How Performs the HRM Task?, HR Designations, HR Functions in Organization (Size)
How Performs the HRM Task?
The person or units who perform the HRM tasks have changed
dramatically in recent years.
Restructuring resulted in a shift which carries out each function.
How Performs the HRM Task?
HR Manager
Shared Services Center
Outsourcing Firms
Line Manager
Continued
HRM Task| HR Manager
An individual who normally acts in an advisory or staff
capacity, working with other mangers regarding human
resource matter.
Historically, HR department perform the functions internally.
HRM Task| HR Manager
HR Manager is primarily responsible for coordinating the
management of human resources to help the organization
achieves its goals.
There is a shared responsibility between line managers and
human resource professionals.
Continued
HRM Task| Shared Services Center
Shared Services Centers: A center that takes routine,
transaction-based activities disperses throughout the
organization and consolidates them in one place.
HRM Task| Outsourcing Firms
Outsourcing: the process of transferring responsibility for an
area of service and its objectives to an external provider.
Outsourcing increases in order to reduce costs caused by
sluggish earnings or tighter budgets, mergers and acquisitions
that have created many redundant systems.
HRM Task| Line Manager
Individual directly involved in accomplishing the primary
purpose of the organization.
HR Designations
An Executive
A Generalist
A Specialist
HR Designation| Executive
An executive: is a top-level manager who reports directly to a
corporation's chief executive officer or to head of a major
division.
HR Designation| Generalist
A person who performs tasks in a variety of human resource-
related areas.
HR Designation| Specialist
An individual who may be a human resource executive, a
human resource manager, or a manger and who is typically
concerned with only one of the HRM functions.
How are the HR Functions
conducted in the organization
regarding to its size?
HR Functions in Organizations
Small Business
Medium
Business
Large Business
HR Functions| Small Business
Small businesses seldom have a formal HR units and HRM
specialists.
Managers in the company handle HR functions, and the focus
of their activities is generally on hiring and retaining capable
employees.
HR Functions| Small Business
Some functions may actually be more significant in smaller
firms than in larger ones.
Continued
HR Functions| Medium Business
As a firm grows, a separate staff function may be required to
coordinate HR activities.
HR staff is expected to handle most of the HR activities.
HR Functions| Large Business
When the firm's HR functions becomes too complex for one
person, separate sections have historically been created and
placed under a human resource executive.
HR Functions| Large Business
These sections typically perform tasks involving training and
development, compensation and benefits, safety and health, and
labor relations.
In large organizations, every HRM function may have a
manager and staff reporting the HR executive.
Continued
DIVERSITY
5
Diversity
Any perceived difference among people: age, race, religion,
functional specialty, profession, sexual orientation, geographic
origin, lifestyle, tenure with organization, or position, and any
other perceived difference.
Note: Tenure = Job, Post, Position
Diversity Management
Ensuring factors are in place to provide for and encourage
continued development of diverse workforce by melding actual
and perceived differences among workers to achieve maximum
productivity.
Managing Diverse Workforce and Various Components:
Single Parents & Working Mothers
Women in Business
Dual Career Families
Workers of Color
Older Workers
Persons with Disabilities
Immigrants
Young Persons with Limited
Education/Skills
Educational Level of Employees
Single Parents & Working Mothers
Number is growing
Many marriages end in divorce
Widows and widowers who have children
Need alternative child-care arrangements
72% of mothers with children under 18 are in work
force
Women in Business
Account for 45% of workforce
Hold half of all management, professional, and related
occupations
Over 9 million women-owned businesses
Increasing number of nontraditional households
Organizations must address work/family issues
Dual Career Families
Both husband and wife have jobs and family
responsibilities
Majority of children growing up today have both parents
working outside home
Some have established long-distance jobs
Want more workplace flexibility
Revised nepotism policy
Workers of Color
Often experience stereotypes
Often encounter misunderstandings and expectations
Bicultural stress
Socialization in one’s culture of origin can lead to misunderstandings
in workplace
Older Workers
Population is growing
Long-term labor shortage is developing
Many organizations actively courting older employees to remain on
job longer
Needs and interests may change
May require retraining
Persons with Disabilities
Limits amount or kind of work person can do or makes its
achievement unusually difficult
Perform as well as unimpaired in productivity, attendance and average
tenure
Persons with Disabilities
ADA prohibits discrimination against qualified individuals with
disabilities
Serious barrier is bias, or prejudice
Manager can set the tone
Continued
Note: ADA = American With Disability
Immigrants
Large numbers of immigrants from Asia and Latin America have
settled in many parts of United States
Newer immigrants require time to adapt
Managers must work to understand different cultures and languages
Young Persons with Limited Education/Skills
Many thousands of young, unskilled workers are hired
Poor work habits
Tardy or absent
Can do many jobs well
Jobs can be de-skilled
Educational Level of Employees
Bipolar country with regard to education
Half of new jobs need some education beyond high school
Those with limited education will be left out of empowerment effort
Note: Bipolarity is a distribution of power in which two states
have the majority of economic, military, and cultural influence
internationally or regionally.
What are individual differences and how are they related to
workforce diversity?
Study Question:
Personality
The overall profile or combination of characteristics that
capture the unique nature of a person as that person reacts and
interacts with others.
Combines a set of physical and mental characteristics that
reflect how a person looks, thinks, acts, and feels.
Personality
Predictable relationships are expected between people’s
personalities and their behaviors.
How do personalities differ? (Discuss)
“Big Five” Personality Dimensions.
1) Extraversion
2) Agreeableness.
3) Conscientiousness.
4) Emotional stability.
5) Openness to experience.
“Big Five” Personality Dimensions.
Openness to experience.Being imaginative, curious, broad-minded.
Extraversion Being outgoing, sociable, assertive.
Agreeableness.Being good-natured, trusting, cooperative.
Conscientiousness. Being responsible, dependable, persistent.
Emotional stability. Being unworried, secure, relaxed.
Continued
Challenge of Work Diversity
Respecting individuals’ perspectives and contributions and promoting a
shared sense of organizational vision and identity.
As workforce diversity increases, the possibility of stereotyping and
discrimination increases.
Example of stereotype: All women will get 40 days for maternity
leave (Gender)
Demographic characteristics may serve as the basis for stereotypes.
Equal employment opportunity.
Nondiscriminatory employment decisions.
No intent to exclude or disadvantage legally protected groups.
Affirmative action.
Remedial actions for proven discrimination or statistical imbalance in
workforce.
Demographic characteristics.
The background characteristics that help shape what a person becomes.
Important demographic characteristics for the workplace.
Gender.
Age.
Able-bodied-ness.
Race.
Ethnicity.
Organization Culture| Definition
“A set of shared values, beliefs, norms, artifacts and patterns of
behavior that are used as a frame of reference for the way one
looks at, attempts to understand, and works within an
organization.”
Organization Culture| OC and Work Diversity
What is the impact of increasing workforce diversity on
organizational culture?
People from diverse cultures (or subcultures) often possess
different assumptions, values, beliefs, and experiences. What can be gained from this richness of experience?
What are the potential problems with such diversity?
Organization Culture| Discrimination
Access discrimination
Jobs are unavailable (or less available) to people with
certain characteristics or backgrounds.
Treatment discrimination
People are treated differently after they are hired (e.g., in the
training or promotion opportunities available).
Organization Culture| Discrimination
Treatment discrimination against women in organizations
Promotion
Pay
Sexual Harassment
Organization Culture| Discrimination
Treatment discrimination against minorities in organization
Promotion
Racial Harassment
HRIS
6HRIS
HRIS| Introduction
An integrated system designed to provide information used in
HR decision making.
Computers have simplified the task of analyzing vast amounts
of data, and they can be invaluable aids in HR management,
from payroll processing to record retention.
HRIS| Introduction
With computer hardware, software, and databases,
organizations can keep records and information better, as well
as retrieve them with greater ease.
Continued
HRIS| Purposes
An HRIS serves two major purposes in organizations.
One relates to administrative and operational efficiency, the
other to effectiveness.
Efficiency: Doing the Thing Right
Effectiveness: Doing the Right Thing
Which is the best?
HRIS| Purposes
The first purpose of an HRIS is to improve the efficiency with
which data on employees and HR activities is compiled.
Many HR activities can be performed more efficiently and with less
paperwork if automated. When on-line data input is used, fewer forms
must be stored, and less manual record keeping is necessary.
Continued
HRIS| Purposes
Much of the reengineering of HR activities has focused on identifying
the flow of HR data and how the data can be retrieved more efficiently
for authorized users.
Workflow, automation of some HR activities, and automation of HR
record keeping are key to improving HR operations by making
workflow more efficient.
Continued
HRIS| Purposes
The second purpose of an HRIS is more strategic and related
to HR planning.
Having accessible data enables HR planning and managerial decision
making to be based to a greater degree on information rather than
relying on managerial perception and intuition.
Continued
HRIS| Purposes
For example, instead of manually doing a turnover analysis by
department, length of service, and educational background, a specialist
can quickly compile such a report by using an HRIS and various sorting
and analysis functions.
Continued
HRIS| Purposes
HR management has grown in strategic value in many organizations;
accordingly, there has been an increased emphasis on obtaining and
using HRIS data for strategic planning and human resource forecasting,
which focus on broader HR effectiveness over time.
Continued
HRIS| Uses
An HRIS has many uses in an organization.
The most basic is the automation of payroll and benefit activities.
With an HRIS, employees’ time records are entered into the system, and the
appropriate deductions and other individual adjustments are reflected in the
final paychecks.
HRIS| Uses
As a result of HRIS development and implementation in many
organizations, several payroll functions are being transferred from
accounting departments to HR departments.
Continued
HRIS| Uses – HR Planning and Analysis
Organization Charts
Staffing Projections Skills Inventories
Turnover Analysis
Absenteeism Analysis
Restructuring Costing
Internal Job Matching
Job Description Tracking
HRIS| Uses - Staffing
Recruiting Sources
Applicant Tracking
Job Offer Refusal Analysis
HRIS| Uses – HR Development
Employee Training Profiles
Training Needs Assessments
Succession Planning
Career Interests and Experience
HRIS| Uses – Health, Safety, and Security
Safety Training
Accident Records
OSHA 200 Report (Occupational Safety and Health Administration (OSHA))
Material Data Records
HRIS| Uses – Employee and Labor Relations
Union Negotiation Costing
Auditing Records
Attitude Survey Results
Exit Interview Analysis
Employee Work History
HRIS| Uses – Equal Employment
Affirmative Action Plan
Applicant Tracking
Workforce Utilization
Availability Analysis
Succession PlanningJob Analysis
Job Analysis Information Job Analysis Methods Timeliness of Job
Analysis Job Description
HR Planning Process Strategic Planning HR Planning
• HR Forecasting Techniques
• Forecasting HR Requirements
The Next Lecture Forecasting HR Availability
• Surplus Of Employee Forecasted
• Shortage Of Employee Forecasted
Accelerated Succession Planning Job Design Concepts
Enterprise resource planning systems Introduction Benefits of enterprise resource
systems to lodging operations Planning for implementation Selecting an ERPS Implications and conclusion
It is an ongoing process whereby an individual sets
career goals and identifies the means to achieve them.
Career Planning
Back
It is the planned process of improving an organization
by developing its structures, systems and processes to
improve effectiveness and achieving designed goals.
Organization Development
Back
It is a formal system of review and evaluation
individual or team task performance.
Performance Appraisal
Back
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