Human resource management gaining a competitive advantage 2014 chapter 5

... Function Changing? Time spent on administrative tasks is decreasing HR roles as a strategic business partner, change agent, and employee advocate are increasing HR managers are challenged to ... economy Skill demands for jobs are changing Knowledge is becoming more valuable – Intangible assets human capital, customer capital, social capital, and intellectual capital – Knowledge workers...

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... directional strategies 2-2 Introduction Goal of strategic management is to deploy and allocate resources in a way that gives an organization competitive advantage HRM function must be integrally ... Management Process Components Mission Mission Goals Goals External External Analysis Analysis Internal Internal Analysis Analysis Strategic Strategic Choice Choice 2-7 HRM Practices • Jo...

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... Disparate Disparate Treatment Treatment 33 Types Types of of Discrimination Discrimination Disparate Disparate Impact Impact Reasonable Reasonable Accommodation Accommodation 3-12 Disparate Treatment ... Criminal and civil penalties 3-24 Safety Awareness Programs Safety awareness programs attempt to instill symbolic and substantive changes to a safety program Components of a Safety Aware...

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... Selection Career Career Planning Planning Job Job Evaluation Evaluation Job Job Analysis Analysis Job Job Analysis Analysis 4-8 Job Analysis Information Job Job Description Description Job Specification ... important dimensions of structure are: Centralization Departmentalization 4-6 Structural Configuration Functional Functional •• functional functional departmentalization departmentalizatio...

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... categories  Discuss advantages and disadvantages of various ways to eliminate a labor surplus and avoid a labor shortage  Describe various recruitment policies that organizations adopt to make ... job vacancies more attractive  List various sources from which job applicants can be drawn, their advantages and disadvantages, and evaluation methods  Explain the recruiter’s role, limits a...

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... References, biographical data, and applications gather background information on candidates  Physical ability tests are relevant for predicting job performance, occupational injuries and disabilities ... are safety hazards associated with the failure to perform  Test results should be reported to the applicant, who should have an avenue to appeal 6-25 Summary  Job applicants and an organiz...

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... potential e-learning training advantages  Design a training session to maximize learning  Choose an appropriate evaluation design based on training objectives and analysis of constraints  ... Organization Analysis Person Analysis Task Analysis 7-10 Factors Used to Choose Training Company’s Strategic Direction Available Training Resources SupportManager and Peers 7-11 Factors that ... org...

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... performance fairly and effectively Train managers in performance management Communicate the total rewards system Require managers to search, offer and acquire regular performance feedback Set clear ... rating scales (BARS)  Behavioral observation scales (BOS)  Organizational behavior modification - a formal system of behavioral feedback and reinforcement  Assessment centers - multiple ra...

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... Assignments  Externship refers to a company allowing employees to take a full-time operational role at another company  A sabbatical is a leave of absence from the company to renew or develop skills ... sponsors and provide challenging assignments, exposure and visibility  Psychological support  Serve as a friend and role model, provide positive regard and acceptance and create...

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... surveys  Organizations can gain competitive advantage by strategically managing the separation process  Retaliatory reactions to organizational discipline and dismissal decisions can be minimized ... psychological job withdraw  Withdrawal behaviors are related to one another, and partially caused by job dissatisfaction 10-11 Job Dissatisfaction- Job Withdrawal Process Causes Job dissat...

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... different pay rates  Key jobs are benchmark jobs that have relatively stable content and are common to many organizations so that market-pay survey data can be obtained  Non-key jobs are unique ... Developing a Pay Structure  Pay-setting Approaches: Market Survey Approach - The greatest emphasis is on external comparisons It bases pay on market surveys that cover as many key jobs as poss...

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... Profit Sharing  Under profit sharing, payments are based on a measure of organization performance (profits), and payments not become a part of base pay  Advantage- profit sharing may encourage employees ... Scorecard: financial customer internal learning and growth 12-17 Managerial and Executive Pay Top managers and executives are a strategically important group whose compensation w...

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... after Great Depression Wage and price controls instituted during WWII and labor shortages Tax treatment of benefits programs  Marginal tax rate is % of an additional dollar of earnings that ... employer Major advantage -take-home pay increases 13-26 General Regulatory Issues  Benefit plans must meet nondiscrimination rules and qualified plans  Sex, Age, and Disability:  It is illegal...

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... labor relations  Describe major labor-management interactions: organizing, contract negotiations and contract administration  Describe new, less adversarial approaches to labormanagement relations ... contract Prepare and analyze data Anticipate union demands Establish costs of various contract provisions Make preparations for a strike Determine strategy and logistics 14-17 Negotiation St...

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... expatriate managers 15-2 Introduction  Organizations function in a global economy  International competition is #1 factor affecting HRM  International expansion can provide a competitive advantage: ... effectively around the globe 15-3 Current Global Changes  European Economic Community  North American Free Trade Agreement (NAFTA)  Growth of Asia  Japan, China, Singapore, Hong...

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