Introduction to Human Resources

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Introduction to Human Resources
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The HR manager as a strategic business partner

• Three dimensions are critical in the design and
  practice of HR

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The HR manager as a strategic business partner

• Bottom line impact
• The success of the HR function depends on the
  extent to which HR managers see themselves as
  strategic business partners

Bottom Line Impact
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The HR manager as a strategic business partner

• Legal implications
• Many HR policies and procedures are driven in
  large part by a number of federal, state and
  local employment laws
• Compliance (or noncompliance) can have a dramatic
  bottom-line impact

Legal Implications
Bottom Line Impact
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The HR manager as a strategic business partner

• Ethical considerations
• Ethical organizational behavior is good business
• Public and customer relations
• Employee morale and commitment
• Management self-respect and pride in achievement

Ethical Considerations
Legal Implications
Bottom Line Impact
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The HR manager as a strategic business partner

• Sound HR policies maximize each dimension
• The dimensions are not mutually exclusive
• They complement and support each other

Ethical Implications
Legal Implications
Bottom Line Impact
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• Youve been assigned to be the VP of HR for a new
  manufacturing plant to be located in midtown
  Kansas City
• What should you do?

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The HR manager as a strategic business partner

• What specific functions must be in operation for
  effective strategic HR?

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Defining the work that needs to be done.

• Job (work) analysis
• Organizational structure
• Management strategies
• Teams?
• Individual contributors?
• Decline of the job

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Defining the skills that are needed to accomplish
the work

• KSAs
• Knowledge
• Skills
• Abilities
• How will you find the right skills and match them
  to the required work?

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Maximizing the Job-Person Match

• Recruitment
• What type of potential workers have the skills?
• How will we attract them to our organization?

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Maximizing the Job-Person Match

• Selection
• How will you measure the type and level of skills
  of job candidates?
• How will ensure that they adequately match the
  type and level needed for the required work?

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Maximizing the Job-Person Match

• Training Development
• How do you train
• New workers without the skills you need?
• New workers about company-specific KSAs?
• Longer tenured workers in new knowledge, skills
  and technologies?
• All workers to effectively function in a changing
  workplace?

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Motivating Workers

• How do you ensure that workers are motivated to
  perform effectively and efficiently?
• How do you ensure that workers want to remain
  with the organization?

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Motivating Workers

• Compensation
• Providing a competitive base salary
• Designing motivational incentives to elicit the
  desired behavior
• Achieving internal fairness
• Matching the organizations strategic approach to
  employment

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Motivating Workers

• Benefits
• Determining what employees want and need
• Determining what the competition offers
• Remaining affordable
• Communicating value of benefits
• Matching the organizations strategic approach to
  employment

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Motivating Workers

• Being a preferred employer
• Fairness in procedures, policies, management
  behavior and attitudes
• Empowering employees and respecting their
  knowledge and capabilities
• Communicating management intentions, actions and
  strategies

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Maintaining Employee Relationships

• Labor Relations
• Maintaining positive relationships with unions
• Negotiation
• Administration of contract
• Seniority systems
• Grievance systems

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Maintaining Employee Relationships

• Employee Relations
• Remaining union free through sound, superior
  human resource policies
• Listening to employee suggestions and complaints
• Creating an environment where employees believe
  they can change conditions

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Ensuring a Productive Workplace

• Measuring and managing performance
• Aligning personal goals with organizational goals
• Accomplishing goals
• Controlling absenteeism
• Coaching, encouragement
• Discipline

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Ensuring a Productive Workplace

• Health and safety
• Wellness programs
• Employee Assistance Programs
• Workers compensation
• Anticipating violence

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Linking HR to Company Strategy

• Maintain a focus on business strategy
• Monitoring and evaluating HR programs for
  relevance and effectiveness
• HR Planning
• HR Information Systems
• Keeping abreast of unfolding legal, business and
  HR issues