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Final

MHR 523 Final: MHR 523 COMPLETE FINAL EXAM NOTES


Department
Human Resources
Course Code
MHR 523
Professor
Margaret Yap
Study Guide
Final

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CHAPTER 1 : The Strategic Role of Human Resources
Management
Ø Objectives for Chapter 1:
DEFINE human resources management and ANALYZE the strategic significance of
human resources management.
DESCRIBE the two categories of activities required of HR managers and DISCUSS
examples of each.
DISCUSS the internal and external environmental factors affecting human resources
management policies and practices and EXPLAIN their impact.
DESCRIBE the three stages in the evolution of HRM.
EXPLAIN how HRM has changed over recent years to include a higher-level advisory
role.
Ø WHAT IS HRM?
¡ Managing people in organizations to drive successful organizational performance and
achievement of organization’s strategic goals
Ø Operational and strategic responsibilities
¡ Managing human capital: knowledge, education, training, skills, expertise of an
organizations workplace
Ø BRIEF HISTORY
¡ Scientific Management
¡ process of “scientifically” analyzing manufacturing processes to reduce costs and
compensating employees based on their performance levels (to early 1900s)
¡ Human Relations Movement
¡ belief that the attitudes and feelings of workers are important and deserve more
attention (concern for people) (mid1900s)
¡ Human Resources Movement
¡ focus on concern for people and productivity (late 1900s and today)
Ø HUMAN RESOURCES MOVEMENT EVOLUTIONARY PHASES
Phase 1 - early 1900’s
personnel administration
hiring, firing, payroll/benefits processing
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Phase 2 – 1930’s to 1950’s
union liaison, compliance with new law
orientation, performance appraisal, employee relations
Phase 3 – 1960’s to 1980’s
human resources management
outsourcing of many administrative functions
emphasis on contribution and proactive management of people
Phase 4 – 1990’s to present
every line manager must possess basic HR skills
help achieve strategic objectives
new roles: activist, change steward, talent manager/organizational designer, operational
executor and business ally
HRM RESPONSIBILITIES: OPERATIONAL
These services include:
¡ Planning future workforce requirements
¡ Selecting employees
¡ Orienting and training employees
¡ Managing compensation and reward plans
¡ Communicating with employees (including counseling and disciplining)
HRM RESPONSIBILITIES: STRATEGIC
§ Strategy – the company’s plan for how it will balance its internal strengths and weaknesses with
external opportunities and threats in order to maintain a competitive advantage.
§ HR is a business partner in strategy formulation
§ HR specialists are change agents that drive strategy implementation
STRATEGIC HR: METRICS
1. The use of various metrics, or statistics, to measure the impact of HR activity on the
business.
2. Today’s Measures: focus on productivity, quality, sales, market share, and profits
3. Balanced scorecard – A measurement system that translates organization’s strategy into
a comprehensive set of performance measures.
4. Absenteeism (av. 5 days/ee/yr)
5. Turnover, retention (20% ee turnover/yr)
6. Safety (# of accidents/yr)
7. Labour Relations (# of grievances/yr)
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8. Recruiting and Selection
A. Time to fill (av. 71 days for execs)
B. Cost per hire (av. $41,000 for execs)
C. Quality of hire
A. Performance reviews
B. Formal testing
1. Analyze changes internally over time
2. Analyze company results compared to other companies
A. BC Human Resources Management Association HR Metrics Service
A. Database of metrics for many organizations
B. eg. Average retirement age 60.3
C. www.bchrma.org/pdf/standards_glossary.pdf
EXTERNAL ENVIRONMENTAL INFLUENCES IN HRM
Economic conditions
Labour market issues
Technology
Government
Globalization
Environmental concerns
Workforce issues
1. Demographic issues
2. Education levels
3. Non-standard/contingent workers
Canada’s workforce is among the most diverse in the world.
Increasing workforce diversity: visible and ethnic minorities, women, aboriginal
population, persons with disabilities.
Generational differences – Traditionalists, Baby Boomers, Generation X, Generation Y.
EXTERNAL INFLUENCES: ENVIRONMENTAL CONCERNS
Topics of increasing importance:
sustainability
climate change
global warming
pollution
carbon footprints
extinction of wildlife species
ecosystem fragility
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