Beruflich Dokumente
Kultur Dokumente
By Shweta Bambuwala
Anagram Finances
Started as a small organization with only 50 workers 10 yrs ago Mr Patil a 12 passed man employed people who he knew and who had reasonable capabilities to perform. No formal recruitment process followed His Son an MBA wants to expand. An HR professional hired advises to discontinue old 50 workers. The 50 workers rise in protest. Decision was reconsidered and son decides to give some less important jobs which does not involve much skill and decision making. Workers refused to accept.
DECIDE
Organization
Physical Resources
Human Resources
Why and how human resources (HR) are superior to physical resources
HR alone appreciates over a period. HR achieves in higher performance output than its actual input. HR brings value to all other assets. Operational flexibility is possible with HR.
Objectives of HRM
To Take care of the work life of the employees To act as liaison between the top management and the employees To offer training To devise employee benefit schemes for developing skills, improving employee motivation and group morale To ensure and enhance the quality of work life To help keep up ethical values and behavior amongst employees
HRM and PM
Similarities Business Strategy Matching People Prominence of line Authority Identical Core Elements Emphasis on Communication and participation
HRM views better performance as a cause of job satisfaction whereas PM considers job satisfaction as a source of better performance. HRM seeks to develop the competencies of the employees on a sustained basis while PM is a regular, status quobased administrative function.
Qualities of an HR manager
Knowledge Intelligence Communication skills Objectivity and fairness Leadership and motivational qualities Emotional maturity and Empathy
Coordinative Function
Functional Authority
Functions of HR Managers
Staff Functions
Staff Authority Innovator Employee Advocacy
115
HR Managers Proficiencies
1. HR proficiencies 2. Business proficiencies 3. Leadership Proficiencies 4. Learning proficiencies
Pro. Manager
HR manager
Sales Manager
Technological Trends Changes and Trends in Human Resource Management Trends in the Nature of Work
HRM in India
Strategic Human Resource Management High performance Work systems Evidence based Human Resource Management Managing Ethics HR qualification
Strategic Management:-
The process of identifying and executing the organizations mission by matching its capabilities with the demands of its environment.
Mission
Spells out who the company is, what it does, and where its headed.
Our Mission
Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions. To refresh the world... To inspire moments of optimism and happiness... To create value and make a difference.
Our Vision
Our vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. People: Be a great place to work where people are inspired to be the best they can be. Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs. Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities. Productivity: Be a highly effective, lean and fast-moving organization.
Weaknesses
Example: Large inventories
Opportunities
Example: New overseas markets
Threats
Example: Market saturation
326
Types of Strategies
Corporate strategy
1. 2. 3. 4. Diversification Vertical integration Consolidation Geographic Expansion
Competitive Strategy
1. 2. 3. Cost Leadership Differentiation Focusers
330
Source: Adapted from Brian Becker et al., The HR Scorecard: Linking People, Strategy, and P
The HR Scorecard
Shows the quantitative standards, or metrics the firm uses to measure HR activities.
Creating an HR Scorecard
The 10-Step HR Scorecard Process
1 2 3 4 5
Define the business strategy Outline value chain activities Outline a strategy map Identify strategically required outcomes Identify required workforce competencies and behaviors
6 7 8
Identify required HR policies and activities Choose HR Scorecard measures Summarize Scorecard measures on digital dashboard and monitor, predict, and evaluate
Five Sample HR Metrics HR Metric* Absence rate How to Calculate It # of days absent in month Average # of employees during month # of workdays 100
Advertising + agency fees + employee referrals + travel cost of applicants and staff + relocation costs + recruiter pay and benefits
Number of hires
HR expense factor
Time to fill
Turnover rate
100