Introduction to Human ResourcesIntroduction to Human Resources

The HR manager as a strategic business partner

Three dimensions are Three dimensions are critical in the design critical in the design and practice of HRand practice of HR

The HR manager as a strategic business partner

Bottom line impactBottom line impact The success of the HR The success of the HR

function depends on the function depends on the extent to which HR extent to which HR managers see managers see themselves as strategic themselves as strategic business partnersbusiness partners

BottomLine Impact

The HR manager as a strategic business partner

Legal implicationsLegal implications Many HR policies and Many HR policies and

procedures are driven in procedures are driven in large part by a number large part by a number of federal, state and of federal, state and local employment lawslocal employment laws

Compliance (or Compliance (or noncompliance) can noncompliance) can have a dramatic have a dramatic bottom-line impactbottom-line impact

LegalImplications

BottomLine Impact

The HR manager as a strategic business partner

Ethical considerationsEthical considerations Ethical organizational Ethical organizational

behavior is good behavior is good businessbusiness

Public and customer Public and customer relationsrelations

Employee morale and Employee morale and commitmentcommitment

Management self-Management self-respect and pride in respect and pride in achievementachievement

EthicalConsiderations

LegalImplications

BottomLine Impact

The HR manager as a strategic business partner

BottomLine Impact

LegalImplications

EthicalImplications

Sound HR policies Sound HR policies maximize each maximize each dimensiondimension

The dimensions are The dimensions are not mutually exclusive not mutually exclusive

They complement and They complement and support each othersupport each other

You’ve been assigned You’ve been assigned to be the VP of HR for to be the VP of HR for a new manufacturing a new manufacturing plant to be located in plant to be located in midtown Kansas Citymidtown Kansas City

What should you do?What should you do?

The HR manager as a strategic business partner

What specific functions must be in What specific functions must be in operation for effective strategic HR?operation for effective strategic HR?

Defining the work that needs to be done.

Job (work) analysisJob (work) analysis Organizational structureOrganizational structure Management strategies:Management strategies:

Teams?Teams? Individual Individual

contributors?contributors? Decline of the jobDecline of the job

Defining the skills that are needed to accomplish the work

KSA’s:KSA’s: KnowledgeKnowledge SkillsSkills AbilitiesAbilities

How will you find the How will you find the right skills and match right skills and match them to the required them to the required work?work?

Maximizing the Job-Person Match

Recruitment:Recruitment: What type of What type of

potential workers potential workers have the skills?have the skills?

How will we How will we attract them to attract them to our organization?our organization?

Maximizing the Job-Person Match

SelectionSelection How will you measure How will you measure

the type and level of the type and level of skills of job candidates?skills of job candidates?

How will ensure that they How will ensure that they adequately match the type adequately match the type and level needed for the and level needed for the required work?required work?

Maximizing the Job-Person Match Training & DevelopmentTraining & Development

How do you train:How do you train: New workers without the skills you New workers without the skills you

need?need? New workers about company-New workers about company-

specific KSA’s?specific KSA’s? Longer tenured workers in new Longer tenured workers in new

knowledge, skills and technologies? knowledge, skills and technologies? All workers to effectively function All workers to effectively function

in a changing workplace?in a changing workplace?

Motivating Workers

How do you ensure that How do you ensure that workers are motivated to workers are motivated to perform effectively and perform effectively and efficiently?efficiently?

How do you ensure that How do you ensure that workers want to remain with workers want to remain with the organization?the organization?

Motivating Workers CompensationCompensation

Providing a competitive base Providing a competitive base salarysalary

Designing motivational Designing motivational incentives to elicit the incentives to elicit the desired behavior desired behavior

Achieving internal fairnessAchieving internal fairness Matching the organization’s Matching the organization’s

strategic approach to strategic approach to employmentemployment

Motivating Workers BenefitsBenefits

Determining what employees Determining what employees want and needwant and need

Determining what the Determining what the competition offerscompetition offers

Remaining affordableRemaining affordable Communicating value of Communicating value of

benefits benefits Matching the organization’s Matching the organization’s

strategic approach to strategic approach to employmentemployment

Motivating Workers Being a “preferred Being a “preferred

employer”employer” Fairness in procedures, Fairness in procedures,

policies, management behavior policies, management behavior and attitudesand attitudes

Empowering employees and Empowering employees and respecting their knowledge and respecting their knowledge and capabilitiescapabilities

Communicating management Communicating management intentions, actions and intentions, actions and strategiesstrategies

Maintaining Employee Relationships

Labor RelationsLabor Relations Maintaining positive Maintaining positive

relationships with relationships with unionsunions

NegotiationNegotiation Administration of Administration of

contractcontract Seniority systemsSeniority systems Grievance systemsGrievance systems

Maintaining Employee Relationships

Employee RelationsEmployee Relations Remaining union free through Remaining union free through

sound, superior human resource sound, superior human resource policiespolicies

Listening to employee suggestions Listening to employee suggestions and complaintsand complaints

Creating an environment where Creating an environment where employees believe they can employees believe they can change conditionschange conditions

Ensuring a Productive Workplace Measuring and managing Measuring and managing

performanceperformance Aligning personal goals with Aligning personal goals with

organizational goalsorganizational goals Accomplishing goalsAccomplishing goals Controlling absenteeismControlling absenteeism Coaching, encouragement Coaching, encouragement DisciplineDiscipline

Ensuring a Productive Workplace

Health and safetyHealth and safety Wellness programsWellness programs Employee Employee

Assistance ProgramsAssistance Programs Workers’ Workers’

compensationcompensation Anticipating Anticipating

violenceviolence

Linking HR to Company Strategy Maintain a focus on business Maintain a focus on business

strategystrategy Monitoring and evaluating HR Monitoring and evaluating HR

programs for relevance and programs for relevance and effectivenesseffectiveness

HR PlanningHR Planning HR Information SystemsHR Information Systems Keeping abreast of unfolding Keeping abreast of unfolding

legal, business and HR issueslegal, business and HR issues