1 / 13

Building Human Capital

Building Human Capital. OS352 HRM Fisher August 28, 2003. Agenda. SAP update Review goals of HRM Why manage human resources? Linking HRM and strategy. SAP update. Everyone will be getting new log-on information Maintenance being done this week System will be available starting Monday

ferraro
Download Presentation

Building Human Capital

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Building Human Capital OS352 HRM Fisher August 28, 2003

  2. Agenda • SAP update • Review goals of HRM • Why manage human resources? • Linking HRM and strategy

  3. SAP update • Everyone will be getting new log-on information • Maintenance being done this week • System will be available starting Monday • Self-study materials will be available on my website • Tutorial next week • Form your groups for Exercise 1 accordingly!

  4. Goals of HRM • Ensure the organization has the workforce required to create products/services • Establish and administer personnel policies • Ensure compliance with labor laws

  5. Strategy and human capital • Overall, strategy involves developing and sustaining a competitive advantage • Source of value • Rare • Difficult to copy • Highly skilled, motivated employees can meet these resource characteristics • Human capital

  6. Developing human capital • How do each of these systems contribute to the development of human capital? • Recruitment • Selection • Training • Performance management • Compensation • Retention is key

  7. Human Resource Strategy • A firm’s deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace.

  8. HR can respond to strategy… • Three general business strategies • Operational excellence • Product leadership • Customer intimacy • How would HR respond to each strategy? Based on Beatty, R.W., Huselid, M.A., & Schneier, C.E. (2003). New HR Metrics: Scoring on the Business Scorecard. Organizational Dynamics, 32, 107-121.

  9. ….or inform strategy • Organization’s internal strengths and weaknesses often inform strategic decisions • Identify areas of competitive advantage • Core skill areas • Corporate culture • Labor/management relations • Use those to inform strategic decisions

  10. HR responds to external forces • Labor market demands • Competitors’ actions • Regulatory environment • Industry best practices

  11. But must also consider internal factors • Best practices may not be effective due to characteristics of the organization • Industry • Size • History • Culture • Need to tailor HR activities • HR activities must be aligned

  12. Measuring Outcomes • How do we know if the HR function is operating effectively? • What kinds of outcomes could we measure?

  13. For next class • Read Noe pages 49-55, 527-531 • How is IT affecting HR? • Enterprise resource planning systems (such as SAP) • Other types of technology

More Related