IntroductionHRM TrainingcontentsStrategyDefinition and function profileTrends and changingCompetencies of HR professionalsHigh-Performance Work System ChallengeA speechA decade of globalization, deregulation, and technical advances has vastly increased the degree of competitiveness most organizations face today. Companies today must therefore be better, fast, and more competitive just to survive. For many years it has been said that capital is the bottleneck for a industry. I dont think this any longer holds true. I do not know of any major project backed by good ideas, vigor, and enthusiasm that has been stopped by a shortage of cash .I do know of industries whose growth has been partly stopped or hampered because they can not maintain an efficient and enthusiastic labor force.GE Jack WelchThis place runs by its great people the biggest accomplishment Ive had is to find people. An army of them. They are all better than most. They are big hitters, and they seem to thrive them.Strategy Corporate strategy: where are we going? DirectionBusiness strategy/competitive advantages: how to build and strengthen the business long term competitive position in the marketplace.Function strategy: action to pursue CA in operation in function departmentCompetitive AdvantagesCost leadershipDifferentiationFocus differentiationCompetitive AdvantagesIt is determined by whether the company satisfies the needs of stakeholders (groups affected by business practices)1.Stockholders: return on investment2.Customers: high-quality product and services3.Employees: interesting work and reasonable compensation4.Community: minimize pollution of environmentDefinitionIt refers to the policies, practices and systems that influence employees behavior, attitudes and performance.Integrative Framework 完全体系Laws and regulationsCulturePoliticsUnionsLabor marketsIndustry characteristicsInternal 内部内部organization contextExternal Context 外部外部Local-National-MultinationalStructureSize life cycle stageStrategyTechnologyObjectivesLegitimacyStakeholdersEconomic efficiencyResource acquisitionIncome输入输入Informal.FormalHRM人力资源管理人力资源管理Prescribed.EnactedCore of HRMS核心管理核心管理Outcomes输出输出Short term.Long termIndividualOrganizationSocietal.Core of HRMSCore of HRMS核心核心核心核心Philosophies理念Policies政策Practices实践Planning计划Staffing人员配置Appraising考评Rewarding价值赋予Developing发展HRM PracticesRecruitingSelectionTraining and developmentCompensationPerformance ManagementEmployeeRelationsHRPlanningCompany PerformanceStrategicHRMJob AnalysisSecurity and safetyRecruiting招聘招聘Termination离职离职Job EvaluationCompetency ModelPlanningEffective Infrastructure基础建设基础建设Training培训培训Compensation&Benefit薪酬福利薪酬福利PerformanceEvaluation考核评估考核评估Promotion晋升晋升Transfer/Rotation调动调动Market Value OrientationC&B StructureCommission PlanStock option managementSpot AwardTraining Needs CollectionTraining EvaluationTraining Resource AnalysisPlanningInformation SharingEmployee Satisfaction360 SurveyPerformance Evaluation SystemObjective目标目标G&O Setting (with measurement)Trend of HRM environment 1.Globalization2.Technology: HRIS(eHR) reduce more time3.Deregulation: self-service and career development4.Workforce diversity: gender, ages, minority5.Nature of work: shift from manufacturing to service6.LegalTomorrows HR Today1.Boundaryless organization2.Employees are being empowered3.Flatter organization are being the norm4.Work is increasingly organized around teams and process5.The bases of power are changing6.Managers today must build commitmentThe changing role of HR management1900s, hiring and firing, payroll, benefits1930s, personnel management, legislation, unions1960s:protector and screener, provide expertise in areas like recruitment, screening, and training.Today: strategic partner and change agent, HRMHR and Employee commitmentAn employees identification with and agreement to pursue the companys or the units missionTwo way communications through HRS that guarantee two way communications and fair treatment of all employees grievances and disciplinary concerns.Career-oriented performance appraisal procedures and effective training and development practices.HR and Company PerformancePersonnel screening tests to select talentDownsizing, maintain moral, reduce job stressHR and serviceHR and responsivenessHR and Corporate Strategy1.Transition from administrative function to a strategic business partnership: Broad corporate competency: partnership within all of line managers, even individual staff to involve in HRM 2.Involve HR in the earlist stages of developing and implementing the firms strategic plan, rather than to let HR react to it.Competencies of HR professionalsAnalyticalFact-BasedDecision MakingComplianceRegulationAdministrationControlLeadershipConceptual IdeasVisioningInterpersonalTeamworkCompensationStrategicOrganization developmentChange ManagementEvaluationBenefitsAuditData ManagementEmployee RelationLegalDiversityCounselingTrainingManagement process for all managersPlanning: goals,rules, plans and forecastingOrganizing: specific task, teams, empowerment, communication channels, coordinatingStaffing: recruiting, selecting, goal setting, evaluating, training, developingLeading: getting job done, morale, motivatingControlling: setting quartos, checking, taking corrective actionTo be a Staff ManagerLine-Manager: a manager who is authorized to direct the work of subordinates and responsible for accomplishing the organizations goals.Staff Manager: A manager who assists and advice line managersHR managers are responsible for advising liner managers in areas like recruiting, hiring, and compensation.Determine for strategic role1.What is HR doing to provide value-added services to internal clients2.How are you measuring the effectiveness of HR3.How can we reinvest in employees4.What HR strategy will we use to get the business from point A to B5.What makes an employee want to stay at our company6.How are we going to invest in HR so that we have a better HR department than our competitors7.From an HR perspective, what should we be doing to improve our marketplace position8.Whats the best change we can make to prepare for the futureHigh-performance organizationBuilding better,faster,more competitive organizations through HRGE, Cisco Systems are responding faster and more competitively by using Internet HR techniques to recruit high-tech workers.High-Performance Work System ChallengeChange in employees work roles and skill requirementsIncrease in the use of teams to performance workChanges in the nature of managerial workChanges in company structureIncrease availability of information bases related to the companys human resourceCompetitiveness in high-performance work systemsHow HR practices support high-performance work systemTeams are used to perform workEmployees participate in the selection processEmployees receive formal performance feedback and are actively involved in the performance improvement processOngoing training is emphasized and rewardedEmployees reward and compensation related to the companys financial performanceEquipment and work processes are structured to encourage maximum flexibility and interaction among employeesEmployees participated in planning changes in equipment, layout, and work methodsWork design allows employees to use a varity of skillsEmployees understand hoe their jobs contribute to the finished product or serviceCase study-ABBIt organized around mini-unitsEmpowered its workersFlattened its hierarchyEliminated central staffABB First and SecondWithin two years, Chairman Percy Barnevik “de-organized” its 215000 employees into 5,000 mini-companies, each averaging only about 50 workers each.Speed decision making, employees were empowered. Make most decision without checking first with top managementABB 3 and 43. De-layered. It has only three management levels.13 top executive committee250-member executive committee5000 mini-company or country manager4. Eliminate most headquarters staff advisors German ABB Headquarter reduced from 1600 to 100 ABB Fourth Eliminate most headquarters staff advisorsGerman ABB Headquarter reduced from 1600 to 100 GEs Jack WelchThe only way I see to get more productivity is by getting people involved and excited about their jobs. You cant afford to have anyone walk though a gate of a factory or into an office who is not giving 120%