Hrm 2600 Chpt 1-5

Topics: Employment, Validity, Human resource management Pages: 19 (4994 words) Published: January 22, 2013
What are some of the key challenges facing HR Professionals in getting it right? 1. Competing, Staffing and Recruiting Globally
Globalization the trend toward opening up foreign markets to international trade and investment Need to start operating in different geographical areas and adapt to different cultures and environments They need to know the knowledge and information on how to recruit international employees, speak their language Often involved in relocating managers/workers to other countries understanding the pay roll system and how workers are treated; norms etc.

2. Embracing New Technology
Human Resource Information System (HRIS) computerized system that provides current and accurate data for purposes of control and decision making Operational Benefits: An important aspect of HR as it reduces administrative costs; increases productivity; speeds up response times and improves decision making Relational Benefits: There are line managers with access to HR databases to help with the HR related decisions increasing their ability to connect with other parts of the corporation Transformational Benefits: Them expanding the scope of the HR department so they can have their employees set their own goals; mark their own progress and have the company focus on its overall objectives

3. Managing Change
Can be good as it helps the company adapt to the external environment It requires people to adandon their old ways of doing things and to approach work in a very different way People resist change when they can’t control it

Temporarily hurts performance (ciaos mixed with change)
But if change Is needed it has to be focused on what employees can gain from the change; there needs to be solid leadership

4. Managing Talent/ Human Capital
Human Captial knowledge, skills and capabilities that individuals that are valued to the organization we can’t put HC on a balance sheet
aging population
making sure we have good talent at all levels in the organization; sustaining the company as a whole identifying, recruiting and hiring the best
rewards to motivate; training camps; opportunities for development

5. Responding to the Market
quality and customers
Six sigma a statistical method of translating a customer’s needs to separate tasks and defining the best way to perform each task in concert with the formation of teams and extends to training, performance management, communication, culture and even rewards

6. Containing Costs
Organizations are constantly asked to contain costs
Downsizing: planned elimination of jobs
Offshoring the business practice of sending jobs to other countries Outsourcing contracting outside the organization to have work done that formerly was done internally Employee Leasing the process of diminishing employees who are then hired by a leasing company and contracted with that company to lease back the employees

7. Demographic Changes
increasing diversity within the workplace
minorities in Canada are increasing relatively with in the workplace hosts a ton of other challenges aging population ways to attract older workers as baby boomers expect to work past the retirement age individuals who are unable to read printed material

Advantages of integrating HRP and SP:
SHRM integrates strategic planning and HRP
It can be thought of as the pattern HR deployments and activities that enable an organization to achieve its strategic goals SP: purpose and plan; how do we grow; how we make money in the private sector; how to stay and serve our clients in the public sector HRM: process of anticipating – what will the organization need in the future – and providing for the movement of people into, within and out of an organization

Step One: Mission, Vision and Values
Mission: the basic purpose of the organization as well as its scope of operations Vision: a statement about where the company is going and what it can become in the future; clarifies long-term...

References: are available on applications, quick and cheap. Behavioral interviews which is really good, the whole idea is that past performance predicts future performance … if you’ve worked well in a team before then you are likely to work well in a team in the future … this is wonderful because it is a structured interview question, which has higher levels of validity and reliability across the board compared to unstructured or undirected interview questions. Also based on job analysis to its directly tied to the job. Also because each question is the same, so you can compare across the board. You wont get carried away from personal similarities. Could they do more? Yes – the could use situational interview questions… why?... because they provide people with dilemmas, and you don’t know the real answer or “right” answer is.. so it overcomes limitations associated with social desirability; taps into the culture of the organization – what is acceptable behavior ; types of employees that are at the organization, they are young people.
4. Situational interview questions, but also cognitive ability tests as well as work sample tests… because they have high predictability. I want to however want to ensure the cross-validation sample first.
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