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

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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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Document Summary

Human resources management (hrm): the management of people in organizations to drive successful. Hr professionals are responsible for attracting, retaining and engaging a diverse workplace and. 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. Hr is focused on ensuring that the organization is staffed with the most effective human capital to achieve its strategic goals.

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