MHR 523 Study Guide - Midterm Guide: Balanced Scorecard, Government Technology, Performance Appraisal

• School: Ryerson University
• Department: Human Resources
• Course: MHR 523
• Professor: Rupee

Document Summary

Managing people in organizations to drive successful organizational performance and a(cid:272)hie(cid:448)e(cid:373)e(cid:374)t of o(cid:396)ga(cid:374)izatio(cid:374)"s st(cid:396)ategi(cid:272) goals. Managing human capital: knowledge, education, training, skills, expertise. Phase 1 - early (cid:1005)(cid:1013)(cid:1004)(cid:1004)"s personnel administration hiring, firing, payroll/benefits processing. Phase 3 (cid:1005)(cid:1013)(cid:1010)(cid:1004)"s to (cid:1005)(cid:1013)(cid:1012)(cid:1004)"s human resources management outsourcing of many administrative functions emphasis on contribution and proactive management of people. Phase 2 (cid:1005)(cid:1013)3(cid:1004)"s to (cid:1005)(cid:1013)(cid:1009)(cid:1004)"s union liaison, compliance with new laws orientation, performance appraisal, employee relations. Phase 4 (cid:1005)(cid:1013)(cid:1013)(cid:1004)"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. Traditional measures focused on activity and cost for example: number of candidates interviewed, cost per hire. Today"s measures focus on productivity, quality, sales, market share, and profits balanced scorecard: a (cid:373)easu(cid:396)e(cid:373)e(cid:374)t s(cid:455)ste(cid:373) that t(cid:396)a(cid:374)slates o(cid:396)ga(cid:374)izatio(cid:374)"s st(cid:396)ateg(cid:455) into a comprehensive set of financial and operational performance measures. 71 days for execs: cost per hire (av.