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HRM and Business Wednesday/Friday 08/23-25/06 “Life-Long Learning Gem” Investopedia’s Term for 8/23/06: True Cost Economics. Your Challenge. Understand Chapters 1 & 2 of the text. Understand Historical Development of HRM Know the HRM Functions Understand Strategic HRM

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slide1

HRM and Business

Wednesday/Friday

08/23-25/06

“Life-Long Learning Gem”

Investopedia’s Term for 8/23/06:

True Cost Economics

your challenge
Your Challenge
  • Understand Chapters 1 & 2 of the text.
  • Understand Historical Development of HRM
  • Know the HRM Functions
  • Understand Strategic HRM
  • Develop the perspective that a “Strategic Value-Added Framework” should influence all HRM pursuits.
textbook resource
Textbook Resource
  • Website:
  • http://college.hmco.com/business/fisher/hr_manage/6e/students/index.html
100 best places to work
100 Best Places to Work
  • How has J.M. Smucker Company managed to be on the list each year?

A Simple Code:

    • Listen with your full attention
    • Look for the good in others
    • Have a sense of humor
    • Say “Thank You” for a job well-done
the human equation making firms profitable
The Human Equation-Making Firms Profitable:
  • Employment security to build commitment
  • Selective hiring to get right people
  • Self-managed teams/decentralization
  • Higher compensation contingent on firm performance
  • Extensive training so employees identify and resolve problems
  • Reduced distinctions based on status
  • Extensive sharing of information
managing people
Managing People
  • The major goal of managing people:
    • Attract, retain, and develop a group of effective people
  • We do this as part of a business management system that includes managing:
    • physical resources (capital),
    • financial resources (capital),
    • marketing capabilities / other information,
    • and people.
  • The ultimate goal is to enhance shareholder value now and in the future
slide7

PRODUCTIVITY

Goods

and

Services

More Productive

organizations

Physical

Financial

Marketing

People

Less Productive

organizations

Goods

and

Services

Physical

Financial

Marketing

People

slide8

A Brief History of HRM

Industrial Revolution

Scientific Management

Emergence of Free Collective Bargaining

Early Industrial Psychology

Public and Private Sector Merit

Human Relations Movement

Behavioral Sciences

Employment Legislation/Court Decisions

HR as Strategic Partners in Successful Firms

j m smuckers
J.M. Smuckers
  • Managing People
    • Taking care of the HR functions
    • Communicating effectively
    • Motivating effectively
    • Strategic HRM
hr functions
HR Functions
  • HR Planning
  • Job Analysis/Job Descriptions
  • EEO/AA
  • Recruiting
  • Selection
  • Training and Development
  • Performance Management
  • Compensation
  • Benefits
  • Safety and Health
  • Labor Relations
  • Organizational Exit
slide12

Communicating Effectively

 Formal/Informal Communications

 Verbal/Non Verbal

 Basic Communication Models

 Improving Communication

 Listen Effectively/Actively

 Know Communication Barriers

slide13

Motivating Employees

WHY IS MOTIVATION IMPORTANT?

EFFECTIVE PERFORMANCE

results from the interplay of a person’s

Skills & Abilities,

Motivation,

Organizational Support

slide14

Individual Differences

Influence Motivation:

  • Attitudes and Values
  • Personality
  • Needs
slide15

Motivation Explanations

  • REINFORCEMENT
  • NEEDS
  • GOAL-SETTING
  • EQUITY
  • EXPECTANCY
slide16

Reinforcement Theory

Behavior is a function of its consequences.

Law of Effect

Behavior Modification

slide17

“Needs” Theories

A need is a strong feeling of deficiency that

creates an uncomfortable tension. A person will attempt to meet his/her need to reduce the tension.

  • Maslow’s Need Hierarchy
  • (Physiological, safety, belongingness, esteem, SA)
  • Learned Needs Theory
  • (nAchievement, nAffiliation, nPower)
slide18

Goal-Setting Theory

  • Specific, written goals increase performance
  • Difficult (accepted) goals increase performance
  • Goal feedback increases performance
  • Most Powerful Motivational Application
slide19

Equity Theory

Based on perceived fairness.

Oown / Iown = Oother / Iother

PERCEIVED INEQUITY MOTIVATES:

Change inputs

Change outcomes

Change perceptions

Change referent other

Change the environment

slide20

E

P

Expectancy

Effort

Performance

Outcomes

O

P

Expectancy

Expectancy Theory