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Chapter 1

HRM 2600 Chapter Notes - Chapter 1: Job Enrichment, Job Security


Department
Human Resources Management
Course Code
HRM 2600
Professor
Indira Somwaru
Chapter
1

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Human Resources Management (HRM) – the process of managing
human talent to achieve an
organization’s objectives.
- Managing human resources (human
capital and
intellectual assets) of the firm to achieve
organizational goals.
Knowledge, skills and abilities (KSAs)
Overall Framework for Human Resources Management
Productivity (P) output (goods/services)
Input (labour – employees) labour brings human
capital
capital – money, equipment to firm
land, buildings
More output, less input, makes greater productivity.
Generalists – do a bit of everything
Specialists – one particular area
HR Professionals – internal consultants to line managers
Core Competencies knowledge sets in an organization that give it a
competitive advantage
COMPETITIVE
CHALLENGES
• Globalization
• Technology
Managing
Change
Human Capital
• Responsiveness
Cost
containment
HUMAN
RESOURCES
• Planning
• Recruitment
• Staffing
Job Design
• Training/Develo
pment
• Appraisal
• Communications
• Compensation
• Benefits
EMPLOYEE
CONCERNS
Background
Diversity
Age Distribution
Gender issues
Job security
Educational
levels
Employee rights
Privacy issues
Work attitudes

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These can be achieved through employees of the firm:
Employee’s have unique skills
RARE/difficult to imitate – Microsoft employees normally have
PHD’s
Well organized (team) to create synergy
Challenges to HR
1. Going Global Increase competition
Increased need to be innovative
Increase labour productivity
Challenges to organization:
• Stress
Balancing work and family
Globalization - The trend towards opening up foreign markets to
international trade and
investment.
Impact of Globalization
“Anything, anywhere, anytime” markets.
Partnerships with foreign firms.
Lower trade and tariff barriers.
Corporate Social Responsibility - The responsibility of the firm to
act in the best interests of
the people and communities affected by
its activities.
Impact on HRM
Different geographies, cultures, laws, and business
practices
Issues:
Identifying capable managers and workers.
Developing foreign culture and work practice training
programs.
Adjusting compensation plans for overseas work.
2. Embracing New Technology
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