HRM Study notes.pdf

Human Resources Management CSR can help prevent legal issues and improve financial performance while raising Importance of Human Resource Management community living standards....

Human Resources Management CSR can help prevent legal issues and improve financial performance while raising Importance of Human Resource Management community living standards. Knowledge of HRM is vital for managers and entrepreneurs across industries. Sustainability Practices Human capital includes knowledge, skills, Firms should aim for minimal abilities, and other attributes (KSAOs) with environmental harm and sustainable use of economic value to organizations. natural resources. Strategic and Global Challenges in HRM Accountability for reducing carbon Adaptability is essential for seizing footprints and hazardous waste is critical. opportunities and overcoming challenges Technology in HRM both locally and internationally. Managing the information explosion and Strategic responses to market changes are embracing cloud computing and crucial; stagnation equates to lost collaborative tools are necessary. opportunities. Transition from manual processes to Trend responsiveness includes downsizing, technology (HRMIS) streamlines employee outsourcing, offshoring, and global record-keeping and payroll management. sourcing. Productivity and Cost Management Change Management Strategies Productivity is maximized by integrating Successful change linkage to business technology with skilled labor. strategy ensures quantifiable benefits. Strategies like nearshoring, homeshoring, Engage key stakeholders—employees, and furloughing help manage workforce customers, and suppliers—early in the size effectively. change process. Employee Demographics and Diversity Challenges Invest appropriately in implementing and Workforce demographics include ethnic, sustaining changes. racial, age, and gender diversity. Change Management Approaches Balancing generational needs (e.g., Baby Understanding proactive vs. reactive Boomers, Millennials) enhances workplace changes can enhance organizational agility. dynamics. Global Staffing and Recruitment Educational and Cultural Adaptation Globalization emphasizes round-the-clock Responding proactively to shifts in procurement capabilities. education and workforce qualification is Partnerships, mergers, and acquisitions play essential. significant roles in organizational growth. Addressing cultural rights and employee Navigating different cultures, laws, and privacy concerns enhances employee practices is essential for global operations. relations. Corporate Social Responsibility (CSR) HR Manager Roles and Partnerships Companies are responsible for acting in the HR serves dual roles, advising management best interests of affected communities. while supporting staff. Collaboration with line managers maximizes employee talents and contributions. Functions of HR Managers Strategic vision articulates future goals and Specializations include employee training, long-term direction. recruitment, compensation, and labor Core values are enduring beliefs that guide relations. decision-making within the organization. HR managers act as in-house consultants, providing valuable insights into internal and 2. External Analysis external trends. Environmental scanning monitors external Key Responsibilities of HR Managers forces impacting the organization. Provide strategic advice and counseling to The business environment includes management based on employment metrics uncontrollable external factors affecting and regulatory issues. strategy. Drive service functions encompassing The remote environment encompasses recruiting, testing, and talent management broad influences like economic and legal initiatives. changes. Formulate policies that address recurring The competitive environment focuses on and anticipated challenges, ensuring industry-specific dynamics, such as rivals compliance with established guidelines. and suppliers. HR external analysis utilizes published documents and resources for industry labor Strategy and Human Resources Planning insights. Five Forces Framework (PPT A) A model for analyzing competitive forces affecting an organization's market position. Strategic Planning and HRP Strategic planning involves procedures for 3. Internal Analysis setting long-term organizational goals and Core capabilities differentiate an strategies. organization and create customer value. Human Resources Planning (HRP) Sustaining a competitive advantage anticipates and provides for employee requires valuable, rare, difficult-to-imitate movements within an organization to meet resources that are well-organized. its goals. Types of Talent Strategic Human Resource Planning Strategic Knowledge Workers possess integrates HRP with strategic planning for unique skills and are hard to replace, often effective deployment of human resources. involved in R&D. HRP and strategic planning are critical for Core Employees have valuable skills that are the successful implementation of the not unique or difficult to replace. organization's strategy. Supporting Workers have limited roles with a transactional employment relationship. 1. Mission, Vision, and Values Mission defines the organization's core External Partners are specialized individuals engaged in long-term alliances, contributing purpose and operational scope. skills outside the core strategy. Corporate Culture Strategy and Human Resources Planning Corporate culture includes shared values, (PPT B) beliefs, and expectations influencing strategic decisions. Human Capital Readiness Conducting cultural audits helps prevent Evaluate the availability of critical talent ethical breaches and assesses within a company against required organizational health. employee standards. Value-based hiring focuses on recruiting Focus on the quantity and quality of candidates who fit the company culture. employees versus those needed to identify gaps. Critical knowledge, skills, and behaviors are Forecasting essential for building core capabilities. HR forecasting involves predicting Gap Analysis in Human Capital Readiness employee needs and capabilities to align Assessing human capital involves with strategic management goals. conducting a gap analysis to compare Quantitative approaches utilize trend current talent with future requirements. analysis and other metrics for demand forecasting. Qualitative approaches rely on insights from 4. Formulating a Strategy management about future employment SWOT Analysis provides a strategic needs. framework for understanding strengths, Staffing and Employee Management weaknesses, opportunities, and threats. Staffing tables graphically represent jobs Corporate Strategy involves: and current employee occupancy for o Domain selection for growth and analysis. diversification. Markov Analysis tracks employee o Key focus on increasing employee movements within the organization. productivity and skill acquisition. Strategic Approaches Quality of fill measures the performance of new hires in vacant positions. Mergers and Acquisitions and Strategic Skills inventories compile personnel Alliances/Joint Ventures are vital for qualifications to aid in job matching. corporate strategy development. Replacement charts and succession Business Strategy emphasizes domain planning identify potential candidates for navigation: key roles and facilitate leadership o Low-cost Strategy: Focus on development. efficiency, productivity, and cost management. o Critical Success Factors (CSF) include minimizing waste and leveraging economies of scale. o Differentiation Strategy: Competes based on unique value propositions  like high-quality products and 6. Evaluation of Firm Effectiveness exceptional service. Evaluation is both a concluding and an o CSF includes empowering initial step in the planning process. employees and fostering cultural Establish desired objectives and metrics for values. performance monitoring. Functional Strategy Alignment Benchmarking compares practices and Ensures strategic priorities translate performance with other firms. effectively to organizational functions. HR Metrics Vertical Fit aligns employee capabilities Human capital metrics assess the with the company’s value proposition. workforce. Horizontal Fit ensures cohesive HR HR metrics measure overall performance. practices that support organizational Measuring Firm Alignment objectives, balancing teamwork with Strategy Mapping and Balanced Scorecard individual performance. (BSC) translates strategic goals into operational objectives across financial, 5. Implementing Strategy customer, processes, and learning Recognize the gap that can lead to perspectives. execution challenges in strategy translation Assess horizontal alignment using a to functional areas. supportive scale system. HR plays a critical role in reconciling human Building Strategic Metrics resource demand with availability. Developing a metrics model ensures the Action Steps for Supply and Demand organization meets its strategic objectives. Aim for balance between HR demand and Ensuring Strategic Flexibility supply considerations. Organizational capability reflects the ability Strategies to meet HR demand include: to adapt and change for sustainable o Recruiting full-time staff, utilizing competitive advantage. overtime, and employing contract Enhance flexibility through: workers. o Coordination Flexibility: Quickly o Offering flexible scheduling and reallocating resources for changing benefits to address labor shortages needs. by developing talent from within. o Resource Flexibility: Utilizing Addressing Employee Surplus resources in versatile ways and Implement strategies like hiring restrictions, promoting cross-training among reduced hours, layoffs, and attrition employees. management. Description Important to comply with legal obligations This quiz focuses on evaluating a company's human during downsizing, including providing capital readiness through gap analysis. It involves temporary healthcare coverage. assessing the alignment between the required skills and behaviors of employees against what is currently available in the workforce. Test your understanding of critical talent evaluation and Prohibits arbitrary age limitations and strategic human resource planning. ensures equal treatment in compensation, benefits, promotions, and training. Legislative Acts on EEO Equal Employment Opportunity (EEO) Equal Opportunity Act of 2004; updates in 2010; addresses discrimination against age, sexual orientation, and promotes Labor Code of the Philippines opportunities for indigenous cultural Governs employment practices and labor communities and marginalized groups. relations in the Philippines. Prohibition Against Age Discrimination Act. Enacted on Labor Day, 1974, by President Acts to ensure equal opportunities for Ferdinand Marcos. Muslims and tribal Filipinos in various Divided into several books covering pre- sectors. employment, human resources, conditions Sexual Harassment Legislation of employment, health and safety, labor RA 7877 criminalizes sexual harassment in relations, and post-employment. employment, education, and training. Employment Guidelines Defines acts such as unwelcome advances Rules for hiring and termination of private and demands for sexual favors by employees. individuals in positions of authority. Establishes maximum work hours, overtime, Emerging Employment Discrimination Issues and employee benefits (holiday pay, Weight and attractiveness discrimination thirteenth-month pay, retirement pay). are recognized as pertinent issues in Provides guidelines for labor unions and employment practices. collective bargaining. Magna Carta of Women (RA 9710) Workers' Rights Comprehensive law aimed at eliminating Termination of private employees is discrimination against Filipino women, with prohibited except for just or authorized a focus on marginalized sectors. reasons (Articles 282-284). Special Protection for Children (RA 7610) Recognition of the right to organize trade Provides protection against child abuse, unions and authorize strikes. exploitation, and discrimination, including Interpretative doubts in labor law favor the unborn child. employees over management. Enforcement of EEO Legislation Enforced by the Department of Labor and Equal Opportunity Policies Employment (DOLE) along with other authorized agencies such as the Bureau of Aims to promote equal employment Labor Relations (BLR). opportunities for all individuals. Description Employment decisions based on abilities, Test your knowledge on the Labor Code of the skills, and qualifications, not age. Philippines, focusing on Equal Employment Opportunity (EEO) and regulations governing employment practices. This quiz covers the essential rules for hiring, termination, and the Incorporate valid, job-related criteria to conditions of work as prescribed by the law ensure relevance. enacted in 1974. Perfect for students and Job Design professionals in human resources and law. Job design stems from job analysis and aims to enhance both organizational efficiency Job Analysis and employee satisfaction. Job analysis involves gathering information Considers technological advancements and about jobs by determining their duties and human factors to improve job roles. tasks. Industrial Engineering Major components include Job Description Field focused on analyzing work methods and Job Specification. and setting time standards for efficiency. Job Description details the tasks, duties, Job Design Approaches and responsibilities of a position. Top-Down Approach: Management designs Job Specification outlines the necessary jobs with little input from employees. knowledge, skills, and abilities for a job. Bottom-Up Approach: Employees Sources of Job Analysis Information contribute to job design, promoting Functional Job Analysis System: Method engagement and satisfaction. for assessing job functions. Employee Teams and Flexible Work Schedules Position Analysis Questionnaire System: Employee Teams: Includes concepts like Tool to gather information systematically. dejobbing, virtual teams, and facilitating Critical Incident Method: Focuses on teams. specific successful or unsuccessful job Flexible Work Schedules: Options include: incidents. o Flexitime: Employees choose work Task Inventory Analysis: Lists tasks to hours within limits. define job requirements. o Compressed Workweek: Longer Competency-Based Approach: Identifies hours over fewer days. the competencies required for effective job o Job Sharing: Two employees share performance. the responsibilities of one full-time Components of a Job Description position. Job Title: Identifies the position clearly. o Telecommuting: Working remotely, Job Identification Section: Provides context typically from home. about the job. Description Tasks, Duties, and Responsibilities Section: This quiz covers key concepts in job analysis, Outlines what is expected in the role. including job description and specification. It Job Specification Section: Details explores methods and tools used for gathering job- qualifications needed for the job. related information, highlighting their importance Writing Clear Job Descriptions in understanding job roles. Test your knowledge on the fundamental components and techniques of Maintain direct and simple language for effective job analysis. clarity. Use terms like “occasionally” or “may” to denote flexibility.