As an introduction to the broad topic of Human Resources, this summary may provide a useful study aid and general overview.

1. Human Resources By Stacey L. Vernooy 24-Jan-11

2. Strategic HR Management Model 1/24/2011 S VERNOOY 2

3. Challenges facing Organizations Economic Technological Demographic Cultural Legal 1/24/2011 S VERNOOY 3

4. Economic challenges… Global Trade – NAFTA and competition for cost-effective labour and ‘brain drain’ Productivity – the ratio of a firms outputs : inputs goods and services : people, capital, materials, energy Outsourcing – contracting tasks to outside agencies or persons Outplacement – assisting employees to find job with other employers 1/24/2011 S VERNOOY 4

5. Technological – the way we work Computerization – a major technological change allowing the processing of vast amounts of data at great speeds enabling organizations to improve efficiency and responsiveness & flexibility in operations Telecommuting – paid labour performed at the employees home, full time or part time with assistance of PC’s modems, fax machines etc. Automation – the automatically controlled operation of a process, system or equipment by mechanical or electronic devices 1/24/2011 S VERNOOY 5

6. Demographic… the education, age, geography, % participation levels that occur slowly and are usually known in advance 1/24/2011 S VERNOOY 6

7. Demographic … Trends – factors that impact the climate of the workforce Increased # of Women in the Workforce Shift to knowledge workers Education Level Employment of Older Workers More Part-time, Casual, Contract and Contingent Workers 1/24/2011 S VERNOOY 7

8. The division of Information workers … Data workers – members of mostly clerical occupations that use, transmit or manipulate symbolic info by knowledge workers Knowledge workers - Members of occupations that generate, process, analyze or synthesize ideas and information (scientists, engineers, management consultants) 1/24/2011 S VERNOOY 8

11. Human Resources Objectives Organizational Short and long term goals that HR aims to achieve Societal Societal priorities (i.e.. lower pollution levels) that HR targets while settling its own objectives Employee Goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to organization 1/24/2011 S VERNOOY 11

12. Strategic HR Management Integrating HR management strategies and systems to achieve overall mission, strategies and success while meeting ‘needs’ of employees and other shareholders 1/24/2011 S VERNOOY 12

13. Strategic HR Management 1/24/2011 S VERNOOY 13

14. Organizational Strategies … Cost Leadership – lower production costs and operating budget Differentiation – distinct product or unique service Focus – needs of a specific segment of the total market 1/24/2011 S VERNOOY 14

15. The ‘future’ of business … 1/24/2011 S VERNOOY 15

16. Thank You Questions & Comments Introduction and Overview 1/24/2011 S VERNOOY 16

17. Human Resource Planning Job Analysis & Design Job analysis – systematic study of a job to discover specifications and skill requirements. Useful for wage setting, recruitment, training job simplification purposes. job group of related activities or duties position collection of tasks & responsibilities performed by an individual 1/24/2011 S VERNOOY 17

18. Steps in the Job Analysis Process Preparation for Job Analysis Familiarize with the organization and the jobs Determine uses of job analysis Identify jobs to be analyzed Collection of Job Analysis Information Determine Sources of Job Data Data Collection instrument design Choice of Method for Data Collection Use of Job Analysis Information Job Description Job Specification Job Performance Standards Job Redesign Design HRIS Changing HR Systems i.e.. payroll Organizational change & Redesign Work flow 1/24/2011 S VERNOOY 18

19. Human Resource Planning Systematically forecasts an organizations future demand for, and supply of employees and matches supply with demand. 1/24/2011 S VERNOOY 19

20. Causes of Demand External Challenges Economical Developments – new factories Social, Political & Legal Challenges Technological Changes – computer automation Competitors Organizational Challenges Strategic Plans – identification of a firms mission and objectives and its proposals for achieving Budgets Sales, Production Forecasts New Ventures Organization and job designs Workforce Challenges Employee actions – Retirement, resignations, terminations, deaths and leaves of absence 1/24/2011 S VERNOOY 20

21. Forecasting Techniques 1/24/2011 S VERNOOY 21 Expert vs.Trend vs.Other (Asking) vs.(Data) vs.(Predictions)

22. Human Resources Information Systems (HRIS) 1. Relational vs. Non-Relational Corresponding updates, interdependent variables 2. Referential Integrity Verification / qualification = error checking 3. Breadth and Size of HRIS Ability to evolve, capture and correspond efficiently 4. Types of Outputs Predictive modeling – benefit -- anticipated costs Compensation / union increases 5. Internal software Consistency among industries 6. Access to HRIS information Privacy vs. Delayed Decisions 7. Security 1/24/2011 S VERNOOY 22

23. Human Resource Accounting The process of identifying, measuring, accounting and forecasting the value of Human Resources in order to facilitate effective management. 1/24/2011 S VERNOOY 23

24. Identifying the goals of the organizationCoordinating the objectives with the employees to gather commitment and dedication toward success 1/24/2011 S VERNOOY 24

25. Please continue with Human Resources Step by Step By Stacey L. Vernooy 1/24/2011 S VERNOOY 25

26. Thank you Questions, Comments & Concerns 1/24/2011 S VERNOOY 26