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UB MGI 301 - CHPT 1 STUDENT

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PowerPoint PresentationIntroductionHRM PracticesResponsibilities of HRHR Product LinesCompetencies Critical to HR SuccessShared Service ModelStrategic ValueHow does HR provide Strategic Value?Measuring Strategic ValueChallengesSlide 12Slide 13Impact of Diversity – Does It Matter to HR?Other Challenges HR FacesHuman Resource Management: Gaining a Competitive AdvantageIntroduction Competitiveness – company’s ability to maintain and gain market share in its industry Company Effectiveness – determined by whether a company satisfies the needs of its stakeholders Human resource management (HRM) – policies, practices, and systems that influence employees’ behavior, attitudes and performanceHRM PracticesResponsibilities of HRStrategic PlanningRecruitingWorkforce DevelopmentCompensationBenefitsEmployee ServicesEmployee and Community RelationsEmployee RecordsHealth and SafetyAdministrative work has to be done by someone:Self-serviceOutsourcing HR Product LinesAdministrativeServices and TransactionsBusiness Partner ServicesStrategic PartnerCompetencies Critical to HR Successbuilds trusting relationships, and influences others, providing candid observationfacilitates change, develops and values culture, and helps employees navigate the cultureknows trends and impact on business, develops people strategy aligned with business strategydevelops talent, designs reward systems, and shapes the organization.understands how the business makes money and the language of the businessShared Service ModelCenters of expertise (i.e. staffing, training)Service centers (i.e. enroll in training class, online benefits portal)Business partners oWork with managers on strategic issuesEvidence-based HRoShow that HR practices positively influence bottom line or key stakeholdersHR or Workforce AnalyticsoUse HR data to make HR decisionsStrategic ValueHow does HR provide Strategic Value?Employee EngagementGive companies competitive advantage and makes more effectiveoHigher productivityoBetter customer serviceoLower turnoverEngagement influenced by ohow managers treat employeesoHR practices (recruiting, training, performance management, compensation, etc.)Measuring Strategic ValueCompetitiveness and effectiveness determined by whether company satisfies needs of stakeholderso_________ want ROIo_________ want high-quality product/serviceo_________ want interesting work, reasonable compensationo_________ want company to contribute to/participate in improvementsBalanced scorecard measures HR practices primarily related to productivity, people, and processesoLink HR activities to business strategyoEvaluate extent HR is helping meet strategic objectives1-10ChallengesQ. Average age of U.S. workforce is getting older. Why is this a challenge for HR?A. Generational differences/needs (i.e. communication, technology, benefits, tenure)ChallengesQ. Ethnic diversity in workforce. Why is this a challenge for HR?A. Create org culture that values diversity, ensure HR processes are bias-free, cultural training, manage resistance to diversityChallengesQ. More and more women entering the workforce. Why is this a challenge for HR?A. Create org culture that values gender diversity, ensure HR processes are bias-free, unconscious bias training, foster acceptance of female leadershipImpact of Diversity – Does It Matter to HR?1-14In US, for every 10% increase in racial & ethnic diversity on Sr. Executive Team, EBIT rose 0.8%In UK, for every 10% increase in gender diversity on SET, EBIT rose 3.5%Companies in bottom quartile for both are laggingOther Challenges HR Faces•E-commerce•Social Media•Advancements•Other•Offshoring / Reshoring•Entering International Markets•Immigration•Larger Talent Pool•Employment Practices•Fair and equitable treatment of employees, customers•Sarbanes Oxley Act of


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UB MGI 301 - CHPT 1 STUDENT

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