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Chapter 1

ADMS 2600 Chapter 1

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York University
Administrative Studies
ADMS 2600

Chapter one: The world of human resources management HRM: The process of managing human talent to achieve an organization’s objective  Some of these process includes staffing the organization, designing jobs and teams, developing skillful and competent employees  Within the process, managers need to understand human behaviour and be knowledgeable about the various systems and practices available to help build a skilled and motivated workforce  Also be aware of the external environment (5) 1. Economic 2. Social 3. Global 4. Legal/political 5. Technological  HR managers help blend many aspects of management either competitive challenges or employee complains/ concerns. Helping their employees by providing an appropriate environment and meeting the employee’s short/long term needs Competitive challenges and HRM  HRPS: Human resources planning society  HRPS seeks input of chief execs and other HR managers keeping an eye out for major trends and issues includes: 1. Competing, recruiting, and staffing GLOBALLY  Grow and prosper today meaning that company will have to be more aware of the talents outside of their country  “There are billions of people in Asia who wants to get to where we are, and they’re prepared to work longer and harder. So we have to work smarter”  Partnering with other firms to make the company more efficient using information technology then offer customer anything anytime and anywhere around the world  Some of these examples would be TD bank, BMW, Thomson Reuter  Globalization: the trend of opening up foreign market to international trade and investment  Free trades: o GATT 1948 General Agreement Tariffs and Trade o EU 1986 European Union o APEC 1989 Asian Pacific Economic Cooperation o NAFTA 1994 North American Free Trade Agreement o WTO 1995 150 Countries, World Trade Organization, Lausanne Switzerland  Corporate responsibility: The firm act on the best interest of people and communities affected by its activities (good citizenship)  Some people believe that developing economies will continue to group creating a have/ have-nots economy. Companies will continue to get richer while other will fail  One of the HR role is to develop and implement corporate citizenship throughout the organization  Align employee’s goal with the organization’s overall objective 2. Embracing new technology  HRIS: Human resource information system  Easy to evaluate employee’s fits  Sharing information for better production practices 3. Managing changes  Reactive Change: When external force already affected an organization’s performance  Proactive Change: Initiated by managers to take advantage of targeted opportunities (usually in bigger, fast changing firms)  Major reasons change efforts fail comes down to HR issues such as: o Not establishing a sense of urgency o Not creating a powerful coalition to guide the effort o Lacking leaders who have a vision o Not removing obstacles to the new vision or motivating employees o Not systematically planning for and creating short term wins o Declaring victory too soon o Not anchoring changes in the corporate culture or failing to maintain the momentum of the change  People often resist change because it requires them to modify or abandon their usual way of working  Manager must envision the future, communicate this vision to employees set clear expectations for performance and develop the capability to execute by reorganizing people and reallocating assets  Successful in engineering change comes down to these management planning: o Link change to the business strategy o Create quantifiable benefits o Engage key employees, customers, and their suppliers early o Integrate required behaviour changes o Lead clearly, unequivocally, and consistently o Invest to implement and sustain changes o Communicate continuously and personally o Sell commitment to the change 4. Managing talents, or human capital  People leaving the company will leave with their knowledge and expertise meaning that the company will lose its human capital  Turnovers also cost the company money because of the time spent on training the person and the money that was involved  Staffing programs focus on identifying, recruiting, and hiring the best that’s available  Competencies and capabilities are learned from experience and are not easily taught  Providing job securities so that the employees are happy and it allow them to grow without worries (utilize the talent within the firm)  Developmental goals focus on skill development and gaining new competencies and capabilities. Pay for knowledge, the more you know the higher pay you’ll receive  Developmental assignments help people to work in teams which is a valuable way of facilitate knowledge exchange and mutual learning. Also using an effective communicating tool  Learning through the electronic system (data warehouse- information that other people posted about the firm, or the internet) saves the firm money 5. Responding to the market  Customer requirement: o Quality o Innovation o Variety o Responsiveness  Two comprehensive approaches to responding to customers are: o Total quality management (TQM): a set of principles and practices whose core ideas include understanding of customer needs, doing things right the first time and striving for continuous improvement Six sigma: Major changes in management philosophy and HR program. A statistical method of translating a customer’s needs into separate tasks and defining the best way to perform each task in concert with the other. Six sigma has a powerful effect on the quality of the products, the performance of customer services and the professional development of the employees Six sigma (moving from Green belt to black belt status): 1. Formation of teams 2. Training 3. Performance Management 4. Communication 5. Culture 6. Rewards Six sigma focus on customers, management system provide the restraining force that keeps the system together. Continuous improvement drives the system toward disequilibrium o Reengineering: Rethinking and redesign the business process 1. Creating environment for change and communication process 2. Effective leadership 3. Administrative system 6. Containing cost  More employees meaning the extended health care cost will rise  Extremely important for firms to increase its productivity in order to keep their efficiency and prices competitive since labour cost is the highest expenditure (more so in knowledge intensive companies and servi
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