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Chapter 1

MHR 523 Chapter Notes - Chapter 1: Employee Engagement, Secondary Sector Of The Economy, Human Capital


Department
Human Resources
Course Code
MHR 523
Professor
Kristyn Scott
Chapter
1

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Chapter 1
THE STRATEGIC ROLE OF HUMAN RESOURCES MANAGEMENT
-human resources management (HRM): the management of people in organizations to drive successful
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-hr professionals are responsible for attracting, retaining and engaging a diverse workplace and
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strategic goals
-HRM involves: formulating and implementing HRM systems
-Human capioWZlv}ÁoPUµ]}vU]v]vPUl]ooUvÆ]}(v}Pv]}v[Á}l(}
HUMAN RESOURCES MANAGEMENT RESPONSIBILITIES
-2 categories: operational (administrative) and strategic
-operational responsibilities
-HR professionals hire and maintain employees and then manage employee separations
-human capital life cycle: 1) selection and assimilation into the organization 2) development of
capabilities while working in the organization 3) transition out of the organization
-HR professionals provide services such as analyzing jobs, planning future workforce
requirements, selecting employees, orienting and training employees, managing compensation and
reward plans, and communicating with employees
-responsibilities include ensuring fair treatment, appraising performance, ensuring employee
health and safety, managing labour relations and relationships with unions, handling complaints and
grievances and ensuring compliance with legislation
-outsourcing: the practice of contracting with outside vendors to handle specified functions on a
permanent basis
-Strategic responsibilities
-HR is focused on ensuring that the organization is staffed with the most effective human capital
to achieve its strategic goals
-PÇWZ}uvÇ[ov(}Z}Áit will balance its internal strengths and weaknesses with
external opportunities and threats in order to maintain a competitive advantage
-role in formulating strategy Æ environmental scanning: identifying and analyzing external
opportunities and threats ZuÇµ]o}Z}Pv]}v[µ
-can also add value by supplying info on the internal strengths and weaknesses
-role in executing strategyÆ HR makes the biggest strategic contribution
-may involve differentiating the organization from its competitors through customer service
-HR professionals and line managers play a pivotal role in lowering labour costs
-intense global competition & the need for more responsiveness to environmental changes put
a premium on employee engagement (the emotional and intellectual involvement of employees in their
work
-Measuring the value of HR: Metrics
-metrics: statistics used to measure activities and results
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