HUMAN RESOURCES.ppt

HUMAN RESOURCES HUMAN RESOURCES Human Resources Role in Evolving Organizational Forms Changing Needs and Competencies Employment Relationship Forms Key Legal Obligations Other Responsibilities HUMAN RESOURCES One does not “manage” people. The task is to lead people. And the goal is to make productive the specific strengths and knowledge of each individual. Peter Drucker (1999), Management Challenges of the 21st Century HUMAN RESOURCES Challenges and Opportunities Transition to 21st Century Age of Knowledge and Globalization from 20th Century Age of Industry Shift from Financial Capital to Human Capital How to Build Value with Intangible Assets MISSION: Attract, Retain and Reward an Increasingly Educated and Mobile Work Force HUMAN RESOURCES HUMAN RESOURCES 21st CENTURY TASK Create Sustainable Competitive Advantage with Knowledge Workers/Intangible Assets HUMAN RESOURCES EMERGING NEEDS - CORE COMPETENCIES Succession Planning Essential for Knowledge-based Organizations; Evaluate Firm’s Life-Cycle Needs vis-à-vis Filling Positions Recruitment Identify Tactical and Strategic Needs; Team Roles Training and Development Changing Definition and Role of a “Firm;” Supplier/Customer Interdependency Work Design Traditional Job Descriptions being replaced by Organizational Knowledge Needs Performance Management Synergy of Expectations, Accomplishments and Incentives HUMAN RESOURCES SOME RULES FOR THE ROAD HUMAN RESOURCES KEY RESPONSIBILITIES: Distinguish Between At-Will Employee: “Hired” to Perform Assigned Work for Firm May have Employment-related Protections and Benefits Dischargeable without Notice Independent Contractor: “Contracted” to Furnish Goods and Services to Firm Contract’s Beneficiary not obliged to provide Protections and Benefits; “Primary” Employer’s duty unchanged Relationship subject to Contractual Rights and Remedies HUMAN RESOURCES Ensure Non-Discriminatory Employment Practices Federally-Protected Classes: Race, Color, Sex, Religion, N