Beruflich Dokumente
Kultur Dokumente
Meeting
Present and
Emerging
Strategic
Human
Resource
Challenges
Copyright 2012 Pearson Education, Inc. publishing as Prentice Hall
1-1
1-2
Chapter Outcomes
1-3
Chapter Outcomes
1-4
Human Resources
1-5
1-6
Types of Employees
Manager
Line Employee
Staff Employee
Senior Employee
Junior Employee
Exempt Employees
Nonexempt Employees
Copyright 2012 Pearson Education, Inc. publishing as Prentice Hall
1-7
1-8
1-9
1-10
1-11
1-12
Key HR Challenges:
Environmental
Rapid Change
The Internet Revolution
Workforce Diversity
Globalization
Legislation
Evolving Work and Family Roles
Skill Shortages
Rise of the Service Sector
Natural Disasters
1-13
1-15
Overcoming Challenges
1-16
1-17
Strategic HR Policies:
Benefits
1-18
1-19
1-20
1-21
1.
2.
3.
4.
5.
6.
7.
8.
Work Flows can help manage the balance of efficiency & control vs.
innovation & flexibility.
Staffing works both internally with supervisors making hiring decisions
and externally with the HR department makes hiring decisions.
Coordinating these two efforts with strategic goals can assist in making
the right hire.
Performance Appraisal can be customized & developmental vs. uniform
& control-oriented.
Training & Career Development can shift to be individual, OTJ & jobspecific vs. team-based, external & generic .
Compensation can use either fixed or job- based pay vs. variable or
individual- based pay depending on the strategic goals of the
organization.
Employee Rights can shift from an emphasis on discipline & informal
ethical standards vs. emphasis on prevention & explicit ethical
standards.
Employee & Labor Relations can move from top down communication
& union suppression to the use of feedback & union acceptance.
International Management can work from creating a global company
culture with universal company policies towards adapting to local
cultures and country-specific policies.
1-22
Selecting HR Strategies
1-23
Selecting HR Strategies
1-24
Evolutionary
Steady State
1-25
1-26
1-27
1-28
1-29
1-30
1-31
1-32
Distinctive Competencies
Competitive edge
HR Strategies should:
Help firm exploit its competencies
Assist the firm to help use its HR skills
Copyright 2012 Pearson Education, Inc. publishing as Prentice Hall
1-33
HR and Managers: A
Partnership
Role of HR Department is to
support the managers HR
responsibilities
HR Audit:
Conduct periodically
Evaluates how effective firm is at
using human resources
Often is an opportunity to evaluate
the human resource department as
well
Copyright 2012 Pearson Education, Inc. publishing as Prentice Hall
1-34
1-35
1-36