HRM Lecture 1 PDF

LECTURE 1: Why a course about HRM? No organization without people What is HRM “The overall process of managing people in organizations” A set of policies, practices and systems that influence employee's behavior, attitudes and performance SHRM: Strategically focused to enable an orga...

LECTURE 1: Why a course about HRM? No organization without people What is HRM “The overall process of managing people in organizations” A set of policies, practices and systems that influence employee's behavior, attitudes and performance SHRM: Strategically focused to enable an organization Force for positive change Good health and well being Gender equality Decent work and economic growth Reduced inequalities Employee lifecycle: HRM practices Employment Relationship → recruitment and selection → Learning and development → Performance management → reward management Interviews are the best way to predict job performance The origin of RM Paying people administering benefits Monitoring attendance … HR 1. Requires thought  2. Strategic 3. Relevant for everyone 4. Not important HRM affects everyone at work You need to do HRM as a manager because HR tasks are being allocated to line managers, such as motivate, help define jobs, help employees feel included, provide training, communicate policies, evaluate performance, help select candidates, recommend pay increases and promotions. HRM needs to align with strategy Organizational strategy → HR strategy → Recruitment and selection Learning an develop)ment performance maagement Reward management Employment relationship HORIZONTAL ALIGNMENT: HR Decisions are aligned with each other Ryanair and Southwest Airlines How HR makes up the difference SW: Differentiation strategy / See employees as central to business success / Deliberate hiring strategy; hire for attitude not skill. / Compensation is above market rate / Low turnover rate around 2.5% RA: Cost leadership strategy / See customers as central to business success / Buys homes to help employees w cost of living / Many complaints online about below average pay / Cabin crew turnover described as really high Happy employees rate x Unhappy employees rate How to stay profitable w rising labour costs x how to attract sufficient qualified employees? In a nutshell this course is about  Providing you w HRM knowledge instilling evidence based mindset Evidence: LESS L → Facts and numbers Local context E → Experience and expertise S → Stakeholder perspectives S → Scientific research HRM needs to align with strategy Organizational strategy → HR strategy → Recruitment and selection → organization need the right people at right jobs at right time Learning an development → concerns the formal and informal approaches to developing employees abilities Performance management → high translate into rewards or dismissal in case of poor performance Reward management → includes the paying benefits and informal reward in recognition. Employment relationship → a variety of legal links between the employee and employer, can have also trade unions. Evidence based HRM → Videos 1: learning objectives: Takeaways: Key concepts in EBHRM What is Human Resource Management? The overall process of managing people in organizations. it is also a perspective of how to treat employees Hr management encompasses the vast array of decisions that line managers make about the people they supervise. From Personnel Management Specialization in functions (e.g., recruitment, training, payroll). Employees mostly seen as a cost to the organization. To Human Resource Management Resource-based view: Employees are considered a resource that is crucial for the competitive advantage of the organization. Positive and supportive work environment Devolution gives HR managers responsibility for planning and developing the big picture people management initiatives, while line managers integrate people management activities into their day-to-day routines. Managers all over the world hold inaccurate HR beliefs.11 That’s because the best information about effective people management appears in academic publications. Effective HR practices are linked to higher employee productivity and lower turnover. Effective HR practices also are linked to long-term company performance. So good HR makes your company more competitive in today’s marketplace. And, because line managers like you are the ones “doing HR” in today’s organizations, managers with better HR skills are receiving better performance evaluations, being promoted faster, and getting larger salary increases. What is the goal of the organization? What an organization hopes to achieve in the medium- to long-term. Vision: What the organization expects to become at a particular time point in the future. Mission: What the organization expects to do in order to become the organization it has envisioned. What is the strategy? Strategy: A plan of action designed to achieve a set of objectives. Cost leadership – reduce costs Differentiation – perceptions of difference HRM help to analyse existing strengths and weaknesses of actual employees and also examining opportunities, threats and competitors. Also can make an analysis of what Human Resources are needed to accomplish strategic goals Vertical Alignment: The matching of HRM policies and practices with business strategy Horizontal Alignment: Strong consistency and interconnections between HRM policies and practices Both need to exist to experience the benefits of HRM! THE LESS MODEL OF EBHRM: What is Evidence-Based HRM (EBHRM)? Evidence-based HRM is an approach to decision-making that concerns the effective use of scientific evidence as well as business information in making people- management decisions Facts and data from the Local context SCIENTIFIC EVIDENCE: Takeaways Evidence in EB-HRM can be scientific evidence and business information. By following the LESS Model, you consider and integrate the key sources of evidence in your approach to people management issues. Local context information can be primary data, but also secondary data. Scientific evidence is published in a peer-review journal. The quality of scientific evidence can be determined by evaluating the evidence directly (e.g., sample, biases, methods) and indirectly (e.g., journal, citations). The 5 A’s of EBHRM It can be translated to HRM → How can Google improve its hiring process to ensure consistent, fair, and effective selection of candidates when handling large numbers of vacancies and applicants? Create a plan for how you want to monitor and review the outcomes,even if you are not the one implementing the action plan We should let people make people decisions - google The 5 A’s model can be used as a guide in the process of Evidence- based practice. The 5 A’s are Ask, Acquire, Appraise, Apply, Assess. The LESS model can help ensure that you use the right evidence and use that evidence correctly, and it is relevant at every stage of the process. It is crucial to consider how the outcome will be monitored and reviewed, even if you aren’t responsible for the implementation JOB ANALYSIS: What is a job analysis? The process used to gather detailed information about the various tasks and responsibilities involved in a position. Through this process, the knowledge, skills, abilities, attitudes, and behaviors associated with successful performance in the role are also identified. When and why do a job analysis? Building block of many HR processes: Recruitment and Selection (e.g., job description, people specification) Performance management (e.g., performance appraisal criteria) Reward management (e.g., compensation plans) Learning and development (e.g., training needs assessment) Job analysis: Methods Background information (e.g., online sources, organization charts, HR systems) Observation (watching what people do) Questionnaires Interviews Work diary or log Wearables Takeaways Job analysis is the process used to gather detailed information about the various tasks and responsibilities involved in a position. Job analysis is most commonly used in recruitment and selection, but is also useful for other areas in HR. Data for a job analysis can be collected through a variety of methods. Outcomes: Job description and person/job specification. Resto da aula de abertura: