Summary Scheme of Human Resource Management entire subject

TOPIC 1 →
strategic management of employees



HR
management Set of activities designed makimize employee contributions to the archieuement
of organizationel goals
•

: to .




Workfonce planinf

{
Work
• design and
and
°
HR activities
Managing employee Emphoyee contributions competitiva advontage
Primary competencias
a

"


Managinf emplozee altitudes and behaviors


o 1- Infernal
ahjment ( consistente with one another)
Standars of good HRM 2- Externos
digment (organizational content)
A


•
3- Acceptence HR practicas
inuolvement )
4-
Effective implementaban (line managers
•




contributions ( workforcesegmentation )
^5 -


Aligned With
employee
Cost leadership st .

is

St
Challengers of HR Meeting organizacional damands Strategy
os
Differentiation .




r Size

Company charactaistics →
Stage of development
Distributiva
Organizationel culture Uawes and beliefs
Íznteraational
→

Procedurel

Employee concerns
"


•
Psycowticd
Job design
contact

{Justice
Work /
life balance




Environmental infwences °
Labor
force trends ( P Diversa )
Technology
°

°
Globabization
Off shorinf
"




Ethics and Social
Responsibility
•




Regulatory issues D
Legislativa laws


Externa aligment Synergy
• •

Combination
Deadly
Systems
o


Creatinf high performance HR HR system aligment Internet aligment
•

Infernal fit
"

npoweyullconections
→




'
HR with the
Aligning systems employees contributions


Managing the employment portfolio estrategia value is
transaccional relationships
Relation relelionships
Uniquenesss
• os




Mapping your employment portfolio → Commitment HR
system ( core competencias)

employeeslnotunifuel internet) → Productivo based HR
•
Job based system
•
Contact Workers (not uniquel externa ) →
Comptiance based HR System(short term ) -




a Alliance partners (unique / externa 1) → Collaborative based HR System (hoy term) -




Evahatiy your HR system → The HR scorecard
-




's
1-
Identify your firm strategic performance drivers

°
2-
Euawateyourfirnisexternalaligmenttransletethestrateficperf into HR deliuerables .




Euawatetheeligment : HR desirables - St
.
perf .
drivers


3- Evaluarte HR deliverables
your firmó internet ahjment : HR practicas -




Evahating the dignment among the firm's HR practicas Building your ownhighperf organization → .




1- Customizinfyour HR scorecard :
sourcesfomp.edu/-rsHRdesirables-oEuawateeffectiveness
consistente
• 2- Being
3- Being specific
4- the
implementación of the
Following up on
redisign

, TOPIC 2 → Work
design


Job Aclivities that have dare
Design and took to be
•
a




•
Time and motion Studies

Job
Efficiency aproach Scientific management ( Taylorism)
°

Specification
-
→ →



( Foutcome) standarizationofprod process
a


Job
simplificaban
.




motq.EE#%aa/IIEEIIIIIes
Experience meemnssuness

Experienced responsability for outcomes
-




P s

Job characteristics Model the resultes
knoledge of
lo
( Score dimensions :)
Skill
• variety Task identity Task
significancefautonomy Feedback




{
Changa Job Tasks Job
enlagementtsob rotation
-


:




Increase responsability Job enrichment Participativa
-


: Voice


Create
emphgment teams : Work teams Parallel teems Project teomslself mangedteoms
-




Job
analysis
•
→
Tasks , duties and bilities expected to be
performed
responsa




|
•
Job description Summary of responsabilities and
: the
specific tasks ,
Working condilions .




a.

÷: ÷::÷÷÷÷÷÷÷÷÷÷÷:* . .. . . . . ..
. .. .




Job Observations / Intervienes
"

informativos : and diaries Questionaries Ocwpational network



Regulatory essential
°
issues
Identify essential and non job dukes


Job design and
employee safety