HRM

study jobs & identify & assign weights to knowledge & skills each one requires

--> job analysis & evaluation systems such as those used in compensation programs 

job progression --> hierarchy of jobs a new employee might experience, ranging from starting job to jobs that successively require more knowledge & skill

career paths --> lines of advancement in an occupational field within organization

once demands of job are identifies & weighted --> possible to plan job progression

most firm develop job progressions for managerial, professional & technical jobs

serves as basis for career paths of individuals --> n guarantee for employee where his career goes

person's KSAs & attitudes change over time 

models which describe challanged & frustrations people encounter at same part of careers:

1. preparation (develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education)

2. organizational entry (obtain job offer from desired firm, select appropriate job based on complete & accurate information)

3. early career (learn job, learn organizational rules & norms, fit into chosen occupation & organization, increase competence, pursue goals)

4. midcareer (reappraise early career & eraly adulthood foals, reaffirmor modify goals, makes choices appropriate to middle adult years, remain prouctive)

5. late career (remain productive in work, mainatin self-esteem, prepare for effective retirement)

promotion --> change of assignment to job at higher level in firm

transfer --> placement of an individual ina nother job for which duties, responsibilities, status & remuneration are approximately same to those of previous job 

relocation services --> services provided to an employee who is transferred to a new location, whci hmgiht include help inmoving, selling home, orienting to new culture & learn new language

outplacement service --< services provided by organizations to help terminated employees find new job

problems:

- peter principle --> problem of firms which in promoting concentrate mainly on past performance & seniority, individuals are promoted as long as they have done good job & previous job, situation continues until someone soes poorly in new job, then he/she is no longer promoted & stops at level of incompetence 

- good employees are not promoted to other departments bc managers are reluctant to let them go 

- managers employ external candidate bc they are not yet familiar with their flaws

in flatter organizations --> more difficult to get promoted, transfer is an alternative to learn & obtain new skills

develop duals career oaths that proivde progression in e.g. technical area, with compensation comparable to that received by managers --> avoid promotion into job employee often does not enjoy/understand 

boundary less careers --> se themselves as self-directed free agents who develop a portfoli of employment by moving from employer to employer instead of ascending a hierarchy

develop their human capital along dimesnions of industry & occupational knowledge 

career plateaus --> situation in which for either personnel or organizational reasons probabiliy of moving up the career ladder is low 

people who experience it --> allowed work or some major factor to become most significant aspect of their lives, experience loss of their self-esteem & are no longer advancing in career

3 main plateaus:

1. structural (end of promotion=

2. content (learned a job too well and is bored)

3. life (more profound & may feel like midlife crisis) 

firms can help overcome this with opportunities for lateral growth or allowing them to choose their own assignemnts when opportunities for advancements do not exist

one possibility = sabbaticle --> ecxtended period of time in which an employee leaves organization in order to pursue other activities & later return to his/her job

technical skills

conceptual skills 

social skills

personal skills 

70:20:10 development approach --> obtain 70% of knowledge from job related experiences, 20% from interactions with others, 10% from educational events

9 box assessment --> identify & classifying talent, 9 box chart is matrix which contains emplyees categorized by 2 variables = performance ranking & potential for advancement, provided to leaders o they can slot managers & then make decisions from data or bring charts to broader leadership discussion to gain consensus 

set of integrated orgnaizational HR processes designed to attract, develop, motivate & retain productive, engaged employees

goal --> create high-performance, sustainable organization that meets its strategic & operational goals & objectives 

talent mgmt is about --> making capability match commitments 

learning & development is key component of integrated talent mgmt framework 

how far do learning & development (L&D) & talent mgmt (TM) intersect?

tm --> development, involves all these apsects, also involves some strategic planning & interaction with rest of business 

specific combination of HR practices, work structures & processes that maximizes knowledge, skills, commitment, fexibility & resilience of employees

pricniples that guide development of HPWS:

1. egalitariarism & engagement (don't separate people according to status & power difference)

2. shared information (timely & accurate information about business --> can make employees do more than just carry out orders & perform their roles in a mechanical way)

3. knowledge development (not only select & hire competent candidates but provide all emps. possibilities to continuously learn & improve)

4. performance-reward linkage --> reward employees based on their performance 

staffing (highly directive recruitment & selection practices, borad & more intense)

training & development (give employees skills needed to assume greater responsibility, team work, engagement & continuous improvement, cross training)

compensation (include employee incentives such as gain sharing, employee stock ownership plans, skill based pay plan etc.)

chnaging roles of managers & team leaders 

fewer layers of mgmt & focus on teambased organization. role of managers & supervisors is substantially different on HPWS

seen more as coaches, facilitators & integrators of team efforts 

term manager is replaced by term team leader 

communication & information technologies are vital

depend on timely & accurate communication

each of these practices are pieces of a HPWS

careful planning ensures that pieces fit toegther & are linked with strategy goals of firm 

internal fit --> when all internal elements of work system reinforce & complement one another 

external fit --> when HPWS support firm's goals % strategies, begins with analysis of competitive challenges, organizational values & concerns of employees & result in a statement of strategies being pursued by firm

tool adapted to be used to diagnose internal & external fit 

internal fit diagnosed by assessing whether particular HR practices reinforce one another or opposite 

managers assess if HR practices significantly enable key workforce deliverables 

degree of external fit is evaluated by assessing degree to which workforce deliverable are connected with key strategic performance drivers 

--> assessments are useful to giving measures of internal & external fit & also to engage a broader set of managers & employees in discussion of how to implement system 

building a business case for change --> build case that changes are needed for success of firm, facster if top mgmt spends time communicating with employees about reasons & approaches to change, CEO, top & middle managers need to work closely, show to employees how firm is today & where company needs to be in future, gap btw today & future should be starting point for discussion

establishing a comms plan --> 2-way comms can rsult in better decision & help diminsh fears & concerns of employees when facing changes, dialogue at all levelshelps reaffirm commitment, answer questions & identify areas for improvement 

involving unions --> unions can be barriers to HPWS, concerned that workers could be eliminated, involve union members & keep them as close partners in deign & implementation process, steps on how to build a bridge:

1. cultivate mutligains (win-win situation, build mutual trust so firm can be more competitive, better quality of work life & unions have stronger role in terms of employee respresentation)

2.formaliazing commitments (labour mgmt agreements should be made legitimate through symbol of commitment, serve to be a sign of commitment of managers & institutionalize initivative so that it keeps going even if key managers leave)

3. gaining support of other key groups (decentralized labour relations functions, giving responsibility to local line managers & HR generalists, make sure they are comitted to HPWS environment, important to gain support of key groups aborad, being sensitive to different culture & their ways of doing business - critical to success of multinational firms)

4. adhering to procedures (procedures keep parties focused, effcetive way of ensuring that democracy & fairness prevail, homegrown process, developed by own firm is better than any other form bc of firm's particularies)

building & fostering HPWS is an ongoing acivity, may never be fully completed

possible that organizations make missteps during implementation for any number of reasons 

1. building a transition structure --> stablish an implementation plan that can provide timetable & process for mapping key business processes, redesign work flow & train employees

2. incorporating HR function as a valuable partner --> recruitment, evaluation, reward systems can have huge impact on how well system wil be implemented, HR managers are in good position to help employees hande transition they are going through 

process audit --> evaluate if system has been implemented as it was designed & if principles of HPWS are being reinforces

have goals of HPWS & expectations been met?

sustaining HPWS can be difficult --> employees perform at their peak, burnout can be an issue, employee poaching by competitors

HPWS are built on key business process, when these face changes, so should HPWS

should be periodically evaluated in terms of new priorities & initiatives 

employee outcomes & quality of work life --> employees are more informed & empowered --> decide how to achieve their goals & have more freedom to take more risks, generate new ideas, generate new ideas & make mistakes, more satisfaction, higher skills, more job security 

organizational outcomes & competitive advantage -->higher productivity, lower costs, better customer responsiveness, greater flexibility & higher profitability, create sustainable competitive advantage if they focus on developing floowing qualities:

1. valuable 

2. rare

3. difficult to imitate

4. organized 

responsibility of firm to act in best interests of people & communities affected by its activities

knowledge, skills & capabilities of individuals that have economic value to an organization

set of principles & practices whose core ideas include understanding customer needs, doing things right the first time & striving for continuous improvement

rethinking & radical redesign of business processes to achieve dramatic improvements in cost, quality, service & speed

planned elimination of jobs

contracting outside organization to ahve work done that formerly was done by internal employees

systematic way of bringing about & managing both organizational changes & changes on individual level

change that occurs after external forces have already affected performance

change initiated to take advantage of targeted opportunities

process used to translate customer needs into a set of optimal tasks that are performed in concert with one another

trend toward opening up foreign markets to international trade & investment

software that allows workers to interface & share information with one antoher electronically

workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making & problem-solving

computerized system thta provides current & accurate data for purposes of control & decision making

situation in which an orgnization asks or requires employees to take time off for either no pay or reduced pay

business practice of sending jobs to other countries

process of dismissing employees who are then hired by a leasing company & contracting with that company to lease back employees

procedures for making decisions about organization's long-term goals & strategies

process of anticipating & providing for movement of people into, within & out of an organization

focus on 2 issues --> strategy formulation & strategy implementation