HR Introduction, Strategy, PhilosophyI. HistorySlide 3II. Function of HRSlide 5Slide 6III. Strategic HRSlide 8Slide 9Slide 10IV. HR PhilosophySlide 12V. What are some major issues confronting HR now and in future?HR Introduction, Strategy, PhilosophyI. History1. Societal Demands2. Organized Labor3. Education Levels4. Size and Complexity of Organizations5. Changing Social Values6. Changing Technology7. Changing Government Regulations8. Changing Economic Conditions9. Changing Management ThoughtII. Function of HR1. 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 Being4. 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 EffectivenessIII. Strategic HR1. Gain Competitive Advantage Through Human Capital!2. Use SWOT – e.g. S=comp program W= weak skills O= outsource T = tight labor market3. “Competitive Advantage Through People” by Jeffrey Pfeffer. 16 characteristics of successful companies:1. Employment Security2. Selective Recruiting3. High Wages4. Incentive Pay5. Employee Ownership6. Information Sharing7. Participation and Empowerment8. Teams and Job Redesign9. Training and Development10. Cross utilization/Cross training11. Symbolic Egalitarianism12. Wage Compression13. Promotion from Within14. Long Term Perspective15. 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 attitudesIV. HR Philosophy1. Remember Theory X and Y?- not all practice theory y- challenge your assumptions2. Top Mgt Philosophy and Commitment & Your Assumptions HR Philosophy  Translated into action by HR Practice  Committed Employees  Competitive Advantage3. Know what you want so you can talk the talk and then walk the walk. What if you don’t walk?4. Chief Norm StamperHR Strategy/Phil  Culture  BehaviorLA Militaristic  Controlling/Pecking Order Public at BottomSeattle 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 PRACTICEV. What are some major issues confronting HR now and in future?1. globalization2. diversity3. changing skill requirements4. retrenchment5. outsourcing6. nature of work7. focus on human capital