Class Notes (810,368)
Canada (494,091)
HRM 200 (155)

Chapter 1- Strategic Role of HRM.docx

4 Pages
Unlock Document

University of Waterloo
Human Resources Management
HRM 200
Katrina Di Gravio

Chapter 1: Strategic Role of HRM Human Resource Management  Managing people in organizations, manage, attract, develop, retain them to help the organization meet their strategic goal  Managing human capital: knowledge, education, training, skills and expertise  Movie Antz – first 7 minutes Human Resource Management Two Sides Operational  Talent management and attraction  Analyze jobs – right jobs, right people doing the right things for the right goals  Planning for future workforce requirements – replace which jobs  Selecting employees – interview process (recruitment – applying; who should be selected)  Orienting and developing employees  Manage compensation and reward plans – follower or leader of compensation trends  Communicating with employees about discipline policy, performance management, health safety Strategic  The company’s plan for how it is going to balance it’s internal strength and weakness with external opportunities and threats to maintain a competitive advantage – SWOT analysis  HR is now being viewed as an equal partner in strategic planning process  HR specialists are expected to be change agents – HR is involved in how we are going to change policies to meet organizational culture  Skills and concepts – see textbook* Measuring Value of HR: Metrics  Various metrics, surveys, statistics to measure results of HR  Balance scorecard – measurement system that translates the organization’s strategy into performance measures What Influences HR External Environmental Influences  Economic conditions – where the company is, what is happening politically, city/town/location of organization, labour market issues, union/non-union business, legislation changes o High or low employment levels o Productivity levels – more productive in one industry and not in another o Growth in service sector – your particular sector?  Labor market issues o Most diverse in the world is Canada’s o Increasing workforce diversity – persons with disability, visible and ethnic minorities, aboriginals, women o Generational differences – no mandatory retirement age. Traditionalists, baby boomers, sandwich generation, Generation X (1961), Generation Y(1981 - 2000) o Policy, time away from work, flexible work hours, tele- working o Demographic issues – age differences o Education level o Non standard/contingent workers – workers who do not have regular full-time employment status  Government o Policies and practices to comply with and how are they changing o Human rights o Employment standards have changed dramatically in the last 20 years – minimum wage, paid vacation, notice, parental leave o Labor relations – unionized to non-unionized jobs, work on employment relations o Occupational health and safety – WHMIS is standard, Bill 168 – Workplace Violence and Harassment, o Workers compensation – what is and is not allowed, how much they will do to allow workers to come back into the workplace.  Technology o Social media – from Twitter to Facebook to videoconferencing, a wide range of technology is available to organizations today – how they have played into harassment issues o Questions are raised concerning data control, accuracy, right to privacy, and ethics. Who owns the computer yo
More Less

Related notes for HRM 200

Log In


Don't have an account?

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.