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    Human Resource Management: Gaining A Competitive Advantage

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    M. Rafiq Ghazali

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    © All Rights Reserved
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    Human Resource Management: Gaining A Competitive Advantage

    Uploaded by

    M. Rafiq Ghazali
    229 views12 pages

    Original Title

    1

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    Copyright:

    © All Rights Reserved
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    Download as ppt, pdf, or txt
    229 views12 pages

    Human Resource Management: Gaining A Competitive Advantage

    Uploaded by

    M. Rafiq Ghazali

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 12
    At a glance
    Powered by AI
    The key takeaways are that human resource management aims to gain a competitive advantage through influencing employee behavior and performance. HR departments are responsible for various functions like recruiting, training, compensation, and strategic planning.

    The responsibilities of HR departments include employment and recruiting, training and development, compensation, benefits, employee services, employee and community relations, personnel records, health and safety, and strategic planning.

    Competitive challenges that influence HRM include globalization, sustainability, technology, changing demographics, and workforce diversity.

    Human Resource Management:

    Gaining a Competitive Advantage

    Chapter 1

    Human Resource Management:


    Gaining a Competitive
    Advantage
    Introduction

    • Competitiveness – a company’s
    ability to maintain and gain market
    share
    • Human resource management –
    the policies, practices, and systems
    that influence employees’ behavior,
    attitudes, and performance

    1-2
    .
    Responsibilities of HR Departments
    1. Employment and Recruiting
    2. Training and Development
    3. Compensation
    4. Benefits
    5. Employee Services
    6. Employee and Community Relations
    7. Personnel Records
    8. Health and Safety
    9. Strategic Planning

    1-3
    The HRM Profession

    • HR salaries vary depending on education


    and experience as well as the type of
    industry

    • The primary professional organization for


    HRM is the Society for Human
    Resource Management (SHRM)

    1-4
    3 Competitive Challenges
    Influencing HRM

    Technology

    Sustainability

    Global

    1-5
    Changing Demographics
    Workforce Diversity

    • Internal labor force is the labor force of


    current employees

    • External labor market includes persons


    actively seeking employment

    1-6
    Managing a Diverse Workforce
    To successfully manage a diverse workforce, managers
    must develop a new set of skills including:

     Communicate, coach and develop employees from a


    variety of backgrounds
     Provide performance feedback that is based on objective
    outcomes
     Create a work environment that makes it comfortable for
    employees of all backgrounds to be creative and
    innovative.
     Recognize and respond to generational issues.

    1-7
    Legal and Ethical Issues
    5 areas of the legal environment that have
    influenced HRM over the past 25 years:
    1. Equal employment opportunity legislation
    2. Employee safety and health
    3. Employee pay and benefits
    4. Employee privacy
    5. Job security

    Women and minorities still face the “glass ceiling”

    1-8
    Legal and Ethical Issues
     Ethics - the fundamental principles by which
    employees and companies interact

     Ethical HR practices:
     HRM practices must result in the greatest good for the
    largest number of people
     Employment practices must respect basic human rights
    of privacy, due process, consent, and free speech
     Managers must treat employees and customers
    equitably and fairly

    1-9
    4 Principles of Ethical Companies
    1. Successful companies, in their relationships with
    customers, vendors, and clients, emphasize mutual
    benefits.
    2. Employees assume responsibility for the actions of
    the company.
    3. Companies have a sense of purpose or vision the
    employees value and use in their day-to-day work.
    4. They emphasize fairness; another person’s interests
    count as much as their own.

    1-10
    Meeting Competitive Challenges
    Through HRM Practices
    Managing internal and external environmental
    factors allows employees to make the greatest
    possible contribution to company productivity
    and competitiveness.

    Customer needs for new products or services


    influence the number and type of employees
    businesses need to be successful.

    1-11
    Meeting Competitive Challenges
    Through HRM Practices
    Managers need to ensure that employees
    have the necessary skills to perform current
    and future jobs.

    Besides interesting work, pay and benefits


    are the most important incentives that
    companies can offer employees in exchange
    for contributing to productivity, quality, and
    customer service.
     Create pay systems, reward employee contributions and provide benefits

    1-12

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