《战略人力资源管理讲义PPT》由会员分享，可在线阅读，更多相关《战略人力资源管理讲义PPT（207页珍藏版）》请在金锄头文库上搜索。
1、CHAPTER 1 AN INVESTMENT PERSPECTIVE OF HUMAN RESOURCE MANAGEMENT PowerPoint Presentation by Charlie Cook Copyright 2002 South Western All rights reserved The Strategic View of Human Resources Employees are human assets that increase in value to the organization and the marketplace when investments o
2、f appropriate policies and programs are applied Effective organizations recognize that their employees do have value much as same as the organization s physical and capital assets have value Employees are a valuable source of sustainable competitive advantage 2 2002 South Western All rights reserved
3、 3 2002 South Western All rights reserved Sources of Employee Value Technical Knowledge Markets Processes Customers Environment Ability to Learn and Grow Openness to new ideas Acquisition of knowledge and skills Decision Making Capabilities Motivation Commitment Teamwork Interpersonal skills Leaders
4、hip ability 4 2002 South Western All rights reserved Valuation of Human Assets Implications for Individuals and Organizations Determination of compensation Internal and external equity for employees in return for their contributions to the organization Organization placement of resources and returns
5、 on employee development are aligned and well matched Advancement opportunities Developing current employees creates motivation and permits promotion from within Development of retention strategies Effective means of retaining valuable employees allows for the recapture of the invested costs of thei
6、r development 5 2002 South Western All rights reserved Investment Orientation 6 2002 South Western All rights reserved The Investment Oriented Organization Organizational Characteristics Sees people as central to its mission strategy Has a mission statement and strategic objectives that espouse the
7、value of human assets in achieving goals Has a management philosophy that encourages the development and retention of human assets and does not treat or regard human assets in the same ways as physical assets 7 2002 South Western All rights reserved Investment Orientation Factors Senior Management V
8、alues and Actions An organization s willingness to invest in its human resources is determined by the investment orientation of its managers Attitude Toward Risk Investment in human resources is inherently riskier due to lack of absolute ownership of the asset Nature of Skills Needed by Employees Th
9、e more likely that skills developed by employees are marketable outside the firm the more risky the firm s investment in the development of those skills 8 2002 South Western All rights reserved Investment Orientation Factors Utilitarian Bottom Line Mentality An attempt is made to quantify employee w
10、orth to the organization through a cost benefit analysis The soft benefits of HR programs and polices are difficult to objectively quantify because they affect many different organizational areas and have differential effects on individual employees Availability of Outsourcing If cost effective outs
11、ourcing is available investments will be made only in HR activities producing the highest returns and largest sustainable competitive advantages 9 2002 South Western All rights reserved Reading 1 1 The SWA Value Cycle Value at Southwest Airlines is 1 Created through satisfaction of employee needs 2
12、Converted to customer and share holder value via organizational capabilities the design of specific operating processes 3 Captured by SWA as competitive advantage through lower costs and superior service productivity in relation to its competitors 10 2002 South Western All rights reserved Reading 1
13、2 Effective HRM Practices Employment Security Selectivity in Recruiting High Wages Incentive pay Employee Ownership Information Sharing Participation demanding more meaningful work and involvement in organizational decisions Increased Personal and Family Dynamic Effects More single parent families d
14、ual career couples and domestic partners Increased Nontraditional Work Relationships Part time consulting and temporary employment flexibility Outsourcing and entrepreneurial opportunities 18 2002 South Western All rights reserved Managing Workplace Diversity Understanding and Appreciating Diversity
15、 Is critical to effectively marketing to ethnic and minority groups Is promoted by having a diverse workforce at all organization levels Helps ensure that hiring and promotion decisions are unbiased by person differences Diversity Management Programs Initiatives Must be integrated with organization
16、s mission and objectives Help key decision makers identify diversity s benefits to the organization Make critical decisions about implementing the optimal program initiative contingent on the organization and its people mission and culture 19 2002 South Western All rights reserved Reading 2 1 Telecommuting Benefits Reduced work commuting time Employee retention Increased geographic recruiting flexibility Reduced costs of doing business reduced office space Significant productivity gains Obstacle
