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Chapter 1

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York University
Administrative Studies
ADMS 2600
Mark Podolsky

Chatper 1 The World of Human Resources Management Objective 1 – Why study human resources management - To deal with HR issues that include: staffing the organization, designing jobs, developing skillful employees, improving performance, and rewarding employee success - Employee skills, knowledge and abilities are among the most distinctive and renewable resources on which a company can draw their strategic management - Framework of human resource management broken down into three headings o Competitive challenges  Globalization  Technology  Managing change  Human capitol  Responsiveness o Human Resources  Planning  Recruitment  Staffing  Job design  Training  Development  Appraisal  Communications  Compensation  Benefits  Labour relations o Employee concerns  Background diversity  Age distribution  Gender issues  Job security  Educational levels  Employee rights  Privacy issues  Work attitudes - Above framework have been the issue for the past decade Objective 2 – Challenge 1: Competing, Recruiting, and Staffing Globally - Competition and cooperation with foreign companies has become an important focal point for business - Globalization o The trend toward opening up foreign markets to international trade and investment o “Manufacturing of cars in Vanada provides a good example of the impact of globalization” - By partnering with firms in other regions of the world and using information technologies to coordinate distant parts of their businesses, companies have shown that they can offer customers „anything, anytime, anywhere” around the world. (Impact of globalization) - Corporate social responsibility o The responsibility of the firm to act in the best interests of the people and communities affected by its activities o People worry that free trade is creating a “have/have not” world economy, in which the people in developing economies and the world‟s environment are being exploited by companies in richer, more developed countries - How globalization affects Human Resource Management o Globalization affects HRM because companies have to be aware of issues such as cultures, employment laws, languages, relocating current employees, training programs, enhancing managers, pay differential and business practices Objective 3 – Challenge 2: embracing new technology - Technology has changed the way business carry out work. Some company use the internet exclusively while others use it more than in previous years - Knowledge workers o Workers whose responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving - Shift from touch of labour to knowledge workers means the transformation of job that did not require much skill/education to those jobs that require a bit of skill and or education. o The increase in technology means the increase for the demand of people with skill and the reduction of jobs that don‟t need skill - Technology, transportation, communications and utilities industries tend to spend the most $ on training - Human Resource Information System (HRIS) o A computerized system that provides current and accurate data for purposes of control and decision making o Most central use of technology in HRM is an organization‟s HRIS o This area is focused on to lower admin cost, increase productivity, improving decision making and service to managers and employees o Using technology can reduce this o HR chooses a HRIS by determining what is the major issue within the current HR structure in order to get their best bang for the buck - When a HRIS is implemented, HR can turn their focus to the company‟s strategic direction and help accomplish those goals Objective 4 – Challenge 3: Managing change - Being able to manage change has become crucial to a firms success - Reactive change o Change that occurs after external forces have already affected performance o Example: Programs that are focus on total quality, continuous improvement, downsizing, reengineering, and outsourcing - Proactive Change o Change initiated to take advantage of targeted opportunities o Example: seeing others fail and initiating change before anything affects your performance - Reasons why change efforts fail o No sense of urgency o Not creating a powerful coalition to guide the effort o Lacking leadders who have a vision o Lacking leaders who communicate the vision o Not removing obstacles o No systematic planning o Declaring victory too soon o Failing to maintain the momentum of the change - For change to be effect you have to: o Link change to bu
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