HRM

use of personal computers, netowkrs & other communications technolgy such as fax machines to do work in home that is traditionally done at workplace 

standard by which managers tie compensation to employee effort & performance 

employee's perception that compensation received is equal to value of work performed 

work paid on hourly basis 

work paid accordingly to number of units produced 

employees covered by overtime provisions of Fair Labor Standards Act

employees not covered by overtime provisions of Fair Labor Standards Act 

tying pay to some measure of individual, group or organizational perofrmance 

changes in marketplace & economy 

globalization

technology 

cost containment

leveraging employee differences

planning

recruitment

staffing 

job design

training/development 

appraisal

communications 

compensation

benefits

labor relations 

job security 

healthcare issues 

age & generational work issues

retirement issues 

gender issues

educational levels 

employee rights

privacy issues

work attitudes 

family concerns 

develop value of employee's knowledge, skills & capabilities

find ways to better utilize knowledge of their workers 

1. responding strategically to changes in marketplace 

2. competing, recruiting & staffing globally

3. setting & achieving corporate social responsibility & sustainabiltiy goals 

4. advancing HRM with technology 

5. containing costs while retaining top talent & maximizing productivity 

6. responding to demographic & diversity challenges of workforce 

7. adapting to educational & cultural shifts effecting workforce 

six sigma quality 

reengineering 

downsizing 

outsourcing 

change mgmt

reactive change 

proactive change 

handle different cultures, employment laws, business practices, security of employees & facilties abroad

better informed about global jobs --> moving between countries is easy today 

relocate managers& training foreign managers aborad to strengthen an international workforce 

free trade agreements --> quicken pace of gloablization 

corporate social responsibility --> act inbest interest of people & communities affected by company's activities 

globalisation --> improvement in people's standards --> company's have to be socially responsible 

helps companies avoid lawsuits & improve earnigns 

sustainability --> produce a good/service without damaging environment 

internet & social media --> help find employees & check them out to see if they're acceptable candidates 

optimized human resources information system (HRIS) --> provides data for purpose of control & decision-making --> concentrate more on people issues instead of data problems 

control employees concerning performance 

managing benefits

downsizing

furloughing 

outsourcing 

offshoring 

employee leasing 

productivity enhancements 

ethnic & racial diversity in workforce 

age distribution of workforce 

gender distribution of workforce

cultural & societal changes affecting workforce 

employee rights 

privacy concern of employees 

changing attitudes toward work 

balancing work & family 

combines strategic planning & HR planning --> enables organization to achieve its strategic goals 

whether firm has types & numbers of people to pursue given strategy 

once firm has devised its strategy --> make decisions to implement that strategy like structure, processes & human capital 

1. mission, vision, values

2. environmental analysis

3. formulating strategy

mission --> purpose & scope of firm

vision --> where company is going & what it can become in future 

core value -->strong enduring beliefs & principles --> used as foundation for its decision

ongoing analysis of external opportunities & threats 

external environment --> direct impact on way organizations are run & poeple are managed 

environmental scanning --> systematic monitoring of major external forces influencing organization 

firms have to analyse following competitive environment:

customers

competitors 

new entrants

substitutes

suppliers 

formulate corporate, business & HR strategies 

comparison of strengths, weaknesses, opportunities & threats --> SWOT analysis --> summarize major facts & forecasts derived from external & internal analysis 

following strategies should be formulated: 

corporate strategy --> includes markets in which it will compete, against whom & how - growth & diversification/mergers & acquisition/strategic alliance & joint ventures 

business strategy --> how company will compete against rival firms in order to create competitive advantage - low-cost strategy, compete on productivity & efficiency/differentiation strategy, compete on unique value added

functional strategy, ensuring alignment --> translate strategic priorities into functional areas, policies & practice need to achieve 2 types of fit:

vertical (connection btw businesse's objectives & major initiatives undertaken by HR)

horizontal (HR practices are aligned wiht one another internally to establish a configuration that is mutually reinforcing 

who should do the recruiting

recruit internally or externally

labor markets

branding 

big firms --> in-house recruiters

small firms --> HR generalists (no HR function --> managers/supervisors)

lack of time/HR personnel --> outsourcing --> recruiting process outsourcing (RPO)

recruting internally --> promoting employees --> reward employees for efforts & encourages them, motivates other employees, less time & cost consuming (shorter training time & less cost), more accurate predicition for future sucess 

externally --> if speical skills are needed, CEO recruitment, innovation, creativity, latest theoreticla knowledge

internal, regional, global labor markets

recruit globally --> global sourcing to gain bigger competitive advantage (complicate bc laws, costs, compensation, etc.)

to recruit good employees --> brand has to be good as well 

see potential employees as customers 

promote company in regard of needs of an employee

social media pages --> for interested people to discuss new ideas, changes & have a little inside on how it is to work there 

generation y --> pay secondary --> find other wys to attract them

1. recruiting & developing women

2. recruiting & developing minorities 

eliminating women's barriers to advancement 

advancing women to mgmt 

accommodating families