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The talents and energies of people who are available to an organization as potential contributors to the creation and realization of the organization’s mission, vision and goals. Competitive Advantage:When all or part of the market prefers the firm’s products and/or services. Ways firms can use HARM to gain sustainable competitive advantage: 0 Maximize the value added by employees 0 Acquire rare employees 0 Develop a culture that cannot be copied.
WIN-WIN Situation: Effective managers determine the interests of their multiple takeovers and work with them to find a solution that addresses each set of objectives. The HER Triad: 1 . HER professionals 2. Line Managers 3. Employees P. E. S. T. E. L. Analysis: It’s a strategic planning technique that provides a useful framework for analyzing the environmental pressures on a team or an organization (P=Political, E=Economic, S=Social, T=Technology,E=Environment, L=Legislative). Stakeholders: Individuals or groups that have interests, rights or ownership in an organization and its activities.
Examples of stakeholders: customers, employees, society, owners, investors, organizational members and other organizations. Current HARM Challenges: 1. Managing Teams 2. Managing Diversity Managing Globalization Team-work: On-time results delivery Improved customer relations Innovation in products and services Cost reduction and improved efficiency Improved product quality 3 Regional Trade Zones: 1 . Asia Pacific Economic Cooperation 3. 4. Managing Change Benefits of 2. North American Free Trade Agreement (N. A. F. T. A. ) 3.
European Union Vision: Top Management’s view of the kind of company it is trying to create. Mission: Provides a clear view of what the company is trying to accomplish. The mission is the guidance to fulfill the vision. Leadership: Organizing a group of people to achieve a common goal. Leadership style: Refers to a leaders’ behavior. It’s the result of the philosophy, personality and experience of a leader. Leader: Is a person who has a vision, a drive and a commitment to achieve that vision, and also the skills to make it happen.
Trait and skills a leader must have: Integrity: leaders are pursuing Decease Is ten ruling thing to 00 Tort ten company Ana not because of their ego driven. * Understands the differences of people and their unique skills and he is able to use those individual skills to achieve a goal. Positive: encourages and rewards people. * Effective communication * Motivation: motivate everyone to contribute * Planning: uses a high level plan to keep everyone moving together toward the goal. In order to develop a competitive strategy you have to find out: 1.
Where is the business trying to get to in the long-term? (direction) 2. Which markets should a business compete in and what kinds of activities are involved in such markets? (scope of the market) 3. How can the business perform better? (advantage) 4. What resources are required in order to be able to compete? (resources) 5. What external environmental factors affect the business ability to compete? (environment) 6. What are the values and expectations of those who have power in and around the business? (stakeholders) SOOT Analysis: S=strengths, W=weaknesses, O=opportunities, T=threats.
Organizational Culture: is an idea in the field that describes the philosophy, attitudes, experiences, benefits and values of an organization. Elements of HER Planning: 1 . SCANNING: scan the external and organizational environment. 2. OBJECTIVES AND METRICS: a) What is to be achieved with regard to the firm’s HER? B) Each firm has o develop its own HER metrics (= measurements used to assess the process of implementing the objectives). 3. PLANS AND TIMETABLES: a) Develop an HER plan for action b) Create a timetable based on each planned activity will e completed.
Which aspects of the external environment are more likely to stimulate change in the next 10 years? Changing expectations, global competition, government change, regulations and economic conditions. Job Analysis: a process to identify and determine in detail the particular Job duties, requirements, necessary skills, actions and work environment of a particular Job. Competency: measurable sample of knowledge, skills, abilities, behaviors and other characteristics that individuals need to perform work roles successfully.
Recruitment: is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization (Capon CLC. , 2004). Steps of Recruitment and Selection Process: put out Job advert filter application forms interviewing short listing selecting training Internal Recruitment: the filling of Job vacancies from within the business – where existing employees are selected rather than employing someone from outside.
Advantages of Internal Recruitment Gives existing employees greater opportunity to advance their careers in the business May help to retain staff who might otherwise leave Requires a short induction training period Employer should know more about the internal consulate’s ODL t II less (z a reach rolls AT selecting an Inappropriate candidate) Usually quicker and less expensive than recruiting from outside Disadvantages of Internal Recruitment Limits the number of potential applicants for a Job
External candidates might be better suited / qualified for the Job Another vacancy will be created that has to be filled Existing staff may feel they have the automatic right to be promoted, whether or not they are competent Business may become resistant to change; by recruiting from outside, new perspectives and attitudes are brought in External Recruitment: the filling of Job vacancies from outside the business. Selection: Is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the bob, given management goals and legal requirements.
Selection Techniques: application applicant screening/filtering assessment centre computer skills testing group activity interview presentation psychometric testing role play referee report work sample written test The importance of an effective selection process: Selection of skilful people New ideas, knowledge and abilities Achievement of the organizational goals Satisfied employees Training Better image of the company * Improving employee competencies needed today or very soon * Typical objective is to improve employee performance in a specific Job.
Development * Improving employee competencies over a longer period of time * Typical objective is to prepare employees for future roles. 4 Components of NEEDS Assessment: 1. Organizational needs 2. Job Needs 3. Person Needs 4. Demographic Needs A systematic approach to the evaluation of training includes at least four components: reaction to training learning that took place behavior or performance change results (bottom line)