HR Introduction, Strategy, Philosophy.pptVIP

HR Introduction, Strategy, Philosophy I. History 1. Societal Demands 5. Changing Social Values 6. Changing Technology 7. Changing Government Regulations 8. Changing Economic Conditions 9. Changing Management Thought II. Function of HR 1. Organizational Effectiveness=f(C+RM+L) 2. CFOs “increasingly recognizing human capital as a business asset: one that must be MEASURED and managed as much as other assets.” - DATAR quote…… 3. What are some of the goals/outcomes you are striving for in HR (not programs)? - Attract qualified people - Productivity - Fit - Attendance - Turnover - Retention - Succession - Satisfaction - Well Being 4. How do we achieve these outcomes? - By getting a good match between the individual/employee (Abilities and Motivation) and the organization/job (Requirements and Rewards). - HR activities-Match-Company/HR Objectives-Organizational Effectiveness III. Strategic HR 1. Gain Competitive Advantage Through Human Capital! 2. Use SWOT – e.g. S=comp program W= weak skills O= outsource T = tight labor market 3. “Competitive Advantage Through People” by Jeffrey Pfeffer. 16 characteristics of successful companies: 1. Employment Security 2. Selective Recruiting 3. High Wages 4. Incentive Pay 5. Employee Ownership 6. Information Sharing 7. Participation and Empowerment 8. Teams and Job Redesign 9. Training and Development 10. Cross utilization/Cross training 11. Symbolic Egalitarianism 12. Wage Compression 13. Promotion from Within 14. Long Term Perspective 15. Measurement of the Practices (what gets measured gets done) 16. Overarching Philosophy (need to know where you’re going) 4. Recent survey of 200 HR and Board folks: 4/5 company strategic priorities relate to workforce - attract and retain skilled staff - improve workforce performance - change leadership and mgt. behaviors - change org culture and emp attitudes IV. HR Philosophy 1. Remember Theory X and Y? - not all practice theory y - challenge your assumptions 2. Top Mgt P