Human Resource Management: Gaining a Competitive Advantage

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Human Resource Management: Gaining a Competitive Advantage
Chapter 01 Human Resource Management: Gaining a Competitive Advantage

Learning Objectives
After reading this chapter, you should be able to:

 Discuss the roles and activities of a company's human
resource management function. page 5

 Discuss the implications of the economy, the makeup of
the labor force, and ethics for company sustainability. page 15

 Discuss how human resource management affects a
company's balanced scorecard. page 28

 Discuss what companies should do to compete in the
global marketplace. page 44



Learning Objectives
After reading this chapter, you should be able to:

 Identify how new technology, such as social networking, is influencing human resource management. page 48

 Discuss human resource management practices that
support high-performance work systems. page 50

 Provide a brief description of human resource
management practices. page 56


Strategic HRM



Responsibilities of HR Departments
1. Employment and Recruiting 2. Training and Development 3. Compensation 4. Benefits 5. Employee Services 6. Employee and Community Relations 7. Personnel Records 8. Health and Safety 9. Strategic Planning 1-5

Responsibilities of HR Departments
 One employee dedicated to handle HR related
matters is usually necessary in a company of ____ employees. A. 10-25 B. 25-50 C. 75-100 D. Above 200



HR as a Business with 3 Product Lines
Business Partner Services Strategic Partner

Human Resources


Strategic Role of the HRM Function
Time spent on administrative tasks is decreasing. HR roles as a strategic business partner, change agent and employee advocate are increasing.

HR is challenged to shift focus from current

operations to future strategies and prepare non-HR managers to develop and implement HR practices.

This shift presents two challenges:  Self-service  Outsourcing




3 Competitive Challenges Influencing HRM


Economy- Implications for HR
Structure of the economy Development and speed of social media Growth in professional and service occupations Skill demands for jobs are changing Knowledge is becoming more valuable  Intangible assets  Knowledge workers  Empowerment Learning organization  Social collaboration and social networking technology




The Sustainability Challenge

Alternative Work Arrangements


Common Themes Employee Engagement
 Pride and satisfaction with employer and job  Opportunity to perform challenging work  Recognition and positive feedback from contributions

 Personal support from manager
 Effort above and beyond the minimum  Understanding link between one’s job and company’s mission  Prospects for future growth with the company  Intention to stay with the company




Talent Management
 Talent management is the systematic planned
strategic effort by a company to use bundles of HRM practices acquiring and assessing employees, learning and development, performance management and compensation to attract, retain, develop and motivate highly skilled employees and managers.  Growth- contingent workers and part-time employees


Customer Service and Quality
Total Quality Management (TQM) Core Values • Methods and processes are designed to meet

internal and external customers’ needs. • Every employee receives training in quality. • Promote cooperation with vendors, suppliers and customers. • Managers measure progress with feedback based on data. • Quality is designed into a product or service so that errors are prevented rather than being detected and corrected.




Changing Demographics
Workforce Diversity

 Internal labor force - current employees  External labor market – persons outside the firm actively seeking employment...
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