gaining a competitive advantage
HRM gaining a competitive advantage noe ch001
... 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 ... – Adapt to changing characteristics and expectations of the labor force – Address legal and ethical issues – Effectively use new work arrangements 1-14 The Sustainability Challenge The changing...
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HRM gaining a competitive advantage noe ch002
... 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 ... company’s strategic management process 2-3 What is Strategic Management? Strategic human resource management is the pattern of planned HR activities and deployments intended to enable an organization ... Management Process Components Mission Mission Goals Goals External External Analysis Analysis Internal Internal Analysis Analysis Strategic Strategic Choice Choice 2-7 HRM Practices • Job Analysis...
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HRM gaining a competitive advantage noe ch003
... 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 Awareness Program: ... Diversity and Equal Employment Opportunity Sexual Harassment Affirmative Action and Reverse Discrimination Outcomes of Americans with Disabilities Act 3-17 Sexual Harassment Sexual harassment -unwelcome...
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HRM gaining a competitive advantage noe ch004
... 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 departmentalization •• ... products, regions and clients 4-7 Importance of Job Analysis to HR Managers Work Work Redesign Redesign Performance Performance Appraisal Appraisal HR HR Planning Planning Training Training && Development...
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HRM gaining a competitive advantage noe ch005
... 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 and ... demand 3 Advantages: temporary workers free a firm from administrative tasks and financial burdens temporary workers are often times tested by a temporary agency many temporary agencies train...
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HRM gaining a competitive advantage noe ch006
... 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 organization’s ... Comprehension Quantitative Ability Reasoning Ability Verbal Comprehension -a person’s capacity to understand and use written and spoken language Quantitative Ability - the speed and accuracy with...
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HRM gaining a competitive advantage noe ch007
... 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 ... organizational goals regardless of their race, sexual orientation, gender, family status, religious orientation, or cultural background 7-24 Socialization and Orientation Organizational socialization...
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HRM gaining a competitive advantage noe ch008
... 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 raters ... Process-flow analysis Cause-and-effect diagrams Pareto chart Control chart Histogram Scattergram 8-14 Performance Information Sources Managers Customers Self Peers Subordinates 8-15 Performance Measurement...
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HRM gaining a competitive advantage noe ch009
... 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 an outlet for a protégé ... protégé to share anxieties and fears Group Mentoring Program A program pairing a successful senior employees with a less experienced protégés 9-12 Coaching A coach is a peer or manager who...
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HRM gaining a competitive advantage noe ch010
... 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 dissatisfaction ... Withdrawal ways a dissatisfied worker can physically withdrawal from the organization: Leave the job Internal transfer Absenteeism Tardiness Companies spend 15 %of payroll costs to make up...
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HRM gaining a competitive advantage noe ch011
... 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 possible Pay ... productmarket problems If external market data are emphasized and a job is paid lower internally, comparisons that employees make internally would result in dissatisfaction An organization...
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HRM gaining a competitive advantage noe ch012
... 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 warrants special attention ... contributions to the organization’s success List pay programs’ advantages and disadvantages 12-2 Learning Objectives Describe how organizations combine incentive plans in a balanced scorecard Discuss...
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HRM gaining a competitive advantage noe ch013
... 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 for ... services and provide benefits on a prepaid basis • physicians and health-care workers paid a flat salary to reduce incentive of raising costs • contract with employers and insurance companies to...
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HRM gaining a competitive advantage noe ch014
... 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 Stages and ... Local Unions Responsible for contract negotiations and day-today contract administration, including grievance procedure AFL-CIO Not a union but rather an association that advances its shared...
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HRM gaining a competitive advantage noe ch015
... 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 Kong and Malaysia are ... Global Participation Domestic Global Parent Country Host Country International Cor p orate headquar t ers Cor p orate headquar t ers Multinational Cor p orate headquar t ers Cor porate headquart...
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HRM gaining a competitive advantage noe ch016
... the means of consolidating data and applications into a single system 16-17 Relational Database, Imaging and Groupware Relational database – Information is stored in separate files that look ... selection, compensation and employee relations - Moderate strategic value Transformational activities create long-term capability and adaptability Activities include knowledge management, management ... 16-4 Categories of HRM Activities Transactional activities - day-to-day transactions - Low strategic value Traditional activities - nuts and bolts of HR such as performance management, training,...
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HRM gaining a competitive advantage chapter 001 3rd ed
... 1 Chapter Human Resource Management: Gaining a Competitive Advantage Objectives Irwin/McGraw-Hill • Discuss the roles and activities of a company’s activities of a company’s human resource ... The McGraw-Hill Companies, Inc., 2000 1-12 Categories and Point Values: Malcolm Baldrige Award Leadership - 110 points Total points = 1000 Information Analysis - 80 points Strategic Planning - ... teams Change in nature of managerial work Change in company structures Availability of information on people Increased competitiveness Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc.,...
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HRM gaining a competitive advantage chapter 002 3rd ed
... become a strategic partner in the company © The McGraw-Hill Companies, Strategic Management vs Strategic HRM 2-2 Strategic Management-Process for analyzing a Management company’s competitive ... One-Way Linkage Strategic Planning Strategic Planning HR Function HR Function SOURCE: Adapted from K Golden and V Ramanujam, “Between a Dream and a Nightmare: On the Integration of the Human Irwin/McGraw-Hill ... Integrative Linkage Strategic Planning HR Function SOURCE: Adapted from K Golden and V Ramanujam, “Between a Dream and a Nightmare: On the Integration of the Human Irwin/McGraw-Hill © The McGraw-Hill...
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HRM gaining a competitive advantage chapter 003 3rd ed
... Action © The McGraw-Hill Companies, Inc., 2000 Types of Discrimination 3-11 Disparate Disparate Treatment Treatment Irwin/McGraw-Hill Disparate Disparate Impact Impact Reasonable Reasonable Accommodation ... Companies, Inc., 2000 3-10 Affirmative Action Plans have three basic components: Irwin/McGraw-Hill Utilization analysis analysis Utilization Goalsand and timetables timetables Goals Actionsteps ... Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Safety Awareness Programs 3-18 Identifying&&communicating communicatinghazards hazards Identifying JobHazard HazardAnalysis AnalysisTechnique...
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HRM gaining a competitive advantage chapter 004 3rd ed
... General maintenance and repair of all equipment used in a particular district Essential Duty (40%) : Maintenance of Equipment Tasks: Keep a log of all maintenance performed on equipment Replace parts ... is repaired - Essential Duty (10%): Testing and Approval Tasks: Ensure that all required maintenance and repair has been done according to manufacturer specs - Essential Duty(10%): Maintain Stock ... outputs •Typically, displayed via organizational chart Irwin/McGraw-Hill © The McGraw-Hill Companies, Dimensions of Structure 4-4 Centralization Decentralization Decision making authority at the top...
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