Hrm 2600 Chpt 1-5
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
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
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.