FULL NOTES MOS 1021 -HR.docx

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Western University
Management and Organizational Studies
Management and Organizational Studies 1021A/B
James O' Brian

CHAPTER 1: THE CHALLENGES OF HRM Outcomes 1: Define human resources management (HRM) 2: Identify the processes and activities of HRM 3: Explain the importance of HRM to the line manager 4: Explain the relationship between the line manager and the HR practitioner 5: Describe the current business challenges facing organizations and the impact on people in organizations 6: Identify the key demographic and employee concerns 7: Describe the link between business strategy and strategic HRM 1: What is Human Resources Managements? Is the integrated set of processes, programs, and systems in an organization that focuses on the effective deployment and development of its employees - employee used to cover contract workers, people from other organizations who are working on a project, or any other similar working relationship - human resources implies that people are as important to the success of any business as other resources are; such as money, machinery, information, materials 2: What are the HRM processes and Activities? 1-Organizational, work, and job design: determining what tasks need to be done, in what order, with what skills, and how individual tasks fit together in work units 2-Planning: ensuring that people in organization are the right people with the right skills at the right time in the right place 3- Recruitment and selection: sourcing, attracting, and hiring the people with the necessary skills and background 4-Training and development: providing the resources to assist employees in developing necessary knowledge and skills to do their jobs today and in the future 5- Performance Management: ensuring that there are appropriate mechanisms in place to provide feedback to employees on a regular basis 6- Compensation (pay and benefits): developing and administering pay and benefits programs that will attract and retain employees 7- Occupational health and Safety: ensuring that the safety and health of employees are maintained 8 Employee and Labour relations- ensuring that there are positive and constructive relations between the employees and their supervisors or managers and/or union representatives a number of areas are emerging as the filed of HR grows (1) organizational development and learning (extension of #4) (2)high performance work groups or teams (extension of #1 job design) (3)flexible work arrangements(ways to engage employees and address demographic issues) (4)HRIS- human resource information (and management) systems Outcome 3: Why Study Human Resources Management? The line manger or supervisor is the key link between the employee and the organization - need knowledge and understanding of contemporary HRM and how these practices influence output of organization - Good people management in organizations/individual will overall society improved - for instance negative productive capacity if enough people disenjoy work and then includes being unconcerned about a customer complaint Need Corporate Social Responsibility complainants of discrimination, injuring health of employees Outcome 4: The Partnership of Line Managers and HR Professionals R OLE OFINE M ANAGER Line managers are people managersnot the HR professional or HR unit -thru effective leadership that the talent of intellectual capital of the organization is enhanced -they directly interacts with the employees and is responsible for the effective contribution of those employees to the organization -these direct managers has huge influences on employees staying in the organization b/c they identify the gaps in any skill sets with emphasis is on growth and development of people -has line authority: being directly responsible for the product or service ROLE OF THHRP ROFESSIONALS - HR practitioners primary role in todays organizations is to help equip the line manager with the best people practices so that the organization can be successful - Can provide service activities, parts of policy formulation, work place harassment, be an employee advocate by listening to concerns and making others in firm become aware - typically staff- people who help and support the line manager - have functional authority: they have legitimate authority in HR areas, such as recruitment strategies or developing organizational programs to recognize employees -today most HR professionals no longer have total functional authority and are expected to provide advice and guidance to the line - expected to actively involve others in the organization, particularly the mangers/supervisors in the development and design of HR programs THE ONGOING PARTNERSHIP - Successful organization are those that equip their line managers with a thorough understanding of good HRM practices- either thru having an HR unit or retaining expertise when needed HR unit: -HR professionals there to provide guidance and assistance as internal consultants to the line manager or help design/deliver programs and services to equip employees, supervisors and managers -HR managers assume greater role in top-management planning and decision making, trend reflects the growing awareness among executives that HRM can make important contributions to the success of an organization HR professionals have a critical role to play in facilitating the success of managers by leveraging best practices across the organization integrated approach to compensation and employee learning/development not only enable organizations to retain their top performers, but the financial performance of the organization was also increased Outcome 5: Current Business Challenges (5) (1) Global Economy -economy primarily built on exports and therefore Canadian companies involved in global market -companies have created global operations or worked collaboratively with foreign companies to sell Canadian products -most dramatic changes for a Canadian company in the global marketplace has been Nortel Networks: went bankrupt in 2009 and by late June 2009 had be delisted from S&P/TSX index. Assets sold off unit by unit, mismanaged for years resulting in Canada losing one of the most admired research and development and telecom equipment manufacturers in the world IMPACT OFG LOBALIZATION Globalization: moving local or regional business into the global marketplace -70-80% of Canadian economy today is affected by international competition - Trade agreements allow a freer flow of goods and services (competitors located anywhere in world) -recession caught up to Canada in 2009 the economy shrank at annualized rate of 3.4% EFFECT OG LOBALIZATION OHRM -HR issues include such things are identifying capable expatriate managers who live and work overseas; designing training programs and development opportunities to enhance the mangers understanding of foreign cultures and work practices; and adjusting compensation plans to ensure that pay schemes are fair and equitable across individuals in diff regions with diff cost of livings (2) Survival of Firms and Business Sectors - 75% of Canadas GDP is exported to the US and since the US economy has been in longer recession than Canada many firms have been impacted - Alberta for price of crude oil wen from a high $147.50/barrel in July 2008 to low $35/barrel (over 75% decrease) - not just natural resources on the world market but also the price per share therefor the value of the company has also been impacted -Toronto stock exchange from mid 2008-2009 went from 15000 points to a low of approx. 7500 points (losing 50% of the value) -the banking system in the US had trouble accessing funds and therefore companies have had trouble borrowing money to keep the operations going thus without sufficient cash flow coupled with declining sales and revenue, has created situations where companies are in survival mode - mining companies/mineral prices have seen prices drop significantly as well also manufacturing -much decrease is attributable to the auto and auto parts industries in auto industry Canada and US have already given large economic stimulus and is reluctant to provide additional money unless labour costs are reduced M ANAGING COSTS Companies have pressure to lower costs and improve productivity to maximize efficiency Downsizing: the planned elimination of jobs - every major corporation has undergone some cycle of downsizing however concerns of labour shortage when the economy recovers so cautious with the process old theory =was to do an across-the-board reduction or eliminating individuals based on performancestudies show that it can take 6-18 months for a company to realize the savings from job cuts i.e. Creative way of downsizing is Rogers offering a way to voluntarily move to four days with reduced pay seems better alternative to layoff The new attempt is to minimize the impact on individuals while dealing with the current financial realities is in the longer-term best interests of the organization and the people - have to look at treating departing employees just as well as current employees since social networking can have a huge impact on the future of the company O UTSOURCING AND EMPLOYEE LEASING Outsourcing is hiring someone outside the organization for work that was formerly done by internal employees. The small business owner saves money, time and resources by outsourcing tasks such as accounting and payroll. - interest is outsourced to focus on organizations activities on what they do best - now maintenance, security, cat
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