Benefits

Report
HR Introduction,
Strategy, Philosophy
I. History
1. Societal Demands
2. Organized Labor
3. Education Levels
4. Size and Complexity of
Organizations
5. Changing Social Values
6. Changing Technology
7. Changing Government Regulations
8. Changing Economic Conditions
9. Changing Management Thought
II. Function of HR
1. Organizational Effectiveness=f(C+RM+L)
2. CFOs “increasingly recognizing human capital
as a business asset: one that must be
MEASURED and managed as much as other
assets.”
- DATAR quote……
3. What are some of the goals/outcomes
you are striving for in HR (not
programs)?
-
Attract qualified people
Productivity
- Fit
Attendance
- Turnover
Retention
- Succession
Satisfaction
- Well Being
4. How do we achieve these outcomes?
- By getting a good match between the
individual/employee (Abilities and
Motivation) and the organization/job
(Requirements and Rewards).
- HR activities->Match->Company/HR
Objectives->Organizational
Effectiveness
III. Strategic HR
1. Gain Competitive Advantage Through Human
Capital!
2. Use SWOT – e.g. S=comp program W= weak
skills O= outsource T = tight labor market
3. “Competitive Advantage Through People” by
Jeffrey Pfeffer. 16 characteristics of successful
companies:
1. Employment Security
2. Selective Recruiting
3. High Wages
4. Incentive Pay
5. Employee Ownership
6. Information Sharing
7. Participation and Empowerment
8. Teams and Job Redesign
9. Training and Development
10. Cross utilization/Cross training
11. Symbolic Egalitarianism
12. Wage Compression
13. Promotion from Within
14. Long Term Perspective
15. Measurement of the Practices (what
gets measured gets done)
16. Overarching Philosophy (need to
know where you’re going)
4. Recent survey of 200 HR and Board
folks: 4/5 company strategic priorities
relate to workforce
- attract and retain skilled staff
- improve workforce performance
- change leadership and mgt. behaviors
- change org culture and emp attitudes
IV. HR Philosophy
1. Remember Theory X and Y?
- not all practice theory y
- challenge your assumptions
2. Top Mgt Philosophy and Commitment & Your Assumptions
HR Philosophy  Translated into action by HR Practice 
Committed Employees  Competitive Advantage
3. Know what you want so you can talk the talk
and then walk the walk. What if you don’t
walk?
4. Chief Norm Stamper
HR Strategy/Phil  Culture  Behavior
LA Militaristic  Controlling/Pecking
Order Public at Bottom
Seattle Participation  Empowerment 
Hiring etc.
5. THERE’S A CRITICAL LINK BETWEEN
YOUR PHILOSOPHY (OR TOP MGMT’S
PHILOSOPHY) AND HOW IT
TRANSLATES INTO AN HR PHILOSOPHY
AND THEN INTO HR PRACTICE
V. What are some major issues
confronting HR now and in
future?
1. globalization
2. diversity
3. changing skill requirements
4. retrenchment
5. outsourcing
6. nature of work
7. focus on human capital etc.

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