... Human Resource Management Workforce The workforce is the labour pool in employment. It is generally used to describe those working for a single company or industry, but can also apply to a geographic region like a city, country, state, etc. The term generally excludes the employers or management, and implies those involved in manual labour. It may also mean all those that are available for work. Workers may be unionised, whereby the union conducts negotiations regarding pay and conditions of employment. In the event of industrial unrest, unions provide a co-ordinating role in organising ballots of the workforce, and strike action. Workforce management (WFM) encompasses all the activities needed to maintain a productive workforce. Under the umbrella of human resource management, WFM is sometimes referred to as HRMS systems, or even part of ERP systems. Recently, the concept of workforce management has begun to evolve into workforce optimisation. Specifically, workforce management includes * Payroll and benefits * HR administration * Employee self-services * Time and attendance * Career and succession planning / talent acquisition * Talent management and/or applicant tracking * Learning management and/or training management * Performance management * Forecasting and scheduling * Workforce tracking and emergency assist * Absence management Workforce management can also encompass field service management. This provides software...
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...Journal Article Critique Salleh, F. H. M., et al. (2009). Development of mobile workforce management system for electricity supply industries. Proceedings of the 7th International Conference on Advances in Mobile Computing and Multimedia. Kuala Lumpur, Malaysia, ACM: 346350. 1.0 Purpose of the study This study aims to demonstrate how mobile computing delivers benefits to power utilities such as TNB and the Electricity Supply Industries (ESI) in general. The authors made clear description in the abstract the various types of mobile workforce management system (MWMS), problems addressed, proposed application work flow that includes knowledge management, differentiators, benefits and issues. 2.0 Problem addressed by the study In this journal, the authors highlighted ESI problem of organizing fault messages, illegitimate claims and lack of method in storing fault information. The authors mentioned how these problems are being dealt with by MWMS in various ways by power utilities around the world. According to the authors, the incorporation of Knowledge Management into a proposed mobile workforce implementation seeks to improve knowledge acquisition and service automation. 3.0 Hypothesis followed by the study The authors stressed on how their proposed mobile workforce management system is highly suited to support TNB through key differentiators such as the proposed 1 usage of infrastructure ID cards and card readers to improve claim and fault recording...
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...Special Issue: Bridging Micro and Macro Domains Journal of Management Vol. 37 No. 2, March 2011 421-428 DOI: 10.1177/0149206310373400 © The Author(s) 2011 Reprints and permission: http://www. sagepub.com/journalsPermissions.nav Invited Editorial Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management Mark A. Huselid Rutgers University Brian E. Becker State University of New York at Buffalo In this article, the authors focus on the challenges and opportunities associated with integrating the macro and macro domains of the strategic human resource (HR) management literature. Their specific focus is on the development of a differentiated HR architecture in support of strategy execution as a key organizing theme. A focus on strategic capabilities and strategic jobs as the focal point of workforce management system design represents a significant potential source of value creation for most firms. But, also, differentiation by strategic capability instead of hierarchical organizational level represents potential implementation challenges for managers, and theoretical and empirical challenges for academics. Keywords: high-performance work systems; workforce differentiation; strategic human resource management; strategic capabilities A significant divide between the micro and macro levels of theory and analysis is evident in many areas of the organizational sciences. While increasing levels of specialization are often associated...
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...to Bratton and Gold (2012), human resource management is a strategic approach to managing employment relations which focuses on leveraging individual's abilities and commitment which is critical to accomplishing sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programmes and practices embedded in an organisational and societal context. Activities which are performed by HRM are mainly strategic planning, staffing, recruitment and selection, performance management, training, compensation, labour relations, workforce planning and talent management (Bratton & Gold 2012). Human resource management (HRM) is decisions made about the relationship between people and the organisation. These decisions are influenced by internal and external factors. Internal factors can be classified by organisation, job and individual which relates to the analysis of strengths and weaknesses in an organisation. External factors consist of political, economic, social and technological reflects on how the organisation evaluates its opportunities and threats. The aim of this report is to evaluate the importance of human resource management in terms of workforce planning, strategic planning, managing talent and recruitment and selection. Strategic Planning The activities mentioned above support the managing of organisation. An area of expertise is strategic human resource management (SHRM) which relates HR strategies with business...
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...resource management works with human to formulate and implement the business strategy. HRM and strategy were not related too much before but nowadays the coordination between them is reasonably common in the competitive world. Every manager needs to know how human resources are associated with strategic management to increase the effectiveness of the organization. This assignment has been prepared to give a clear view about the importance of HRM, formulation and implementation of HR strategies. Therefore, the contemporary issues related to strategic human resource management have been analyzed appropriately to show their impact on strategic HRM. All the topics have been assessed by relating with modern business world to show practical overview of human resource management and strategic human resource management. 1. Understanding the role and importance of HRM: 1.1. Definition of strategic human resource management In general, human resource management refers to a process by which the organization functions are accomplished and objectives are achieved through managing and utilizing experienced and skilled workforce. Human resource management starts with recruiting and selecting employees and then makes sure the utilization of the workforce. Strategic human resource management is defined as macro-organizational approach that designs strategic policies and frameworks to decide how the long-term goals and objectives will be achieved through using trained and skilled workforce (Armstrong...
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...Human Resource Management Overview Name HRM/300 Date Instructor Name Human Resource Management Overview Human resource management (HRM) has a role that supports organizations in achieving their goals by hiring and maintaining effective employees. The human resource manager is in charge of the staffing, defining and designing work, and employee compensation and benefits. The goal for HRM is to make the most of the production of an organization by improving the success of the employees. Human Resource Management According to DeCenzo & Robbins (2007), human resource management will deal with the changing world and how it relates to the work field. HRM must “understand globalization, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, and employee involvement” (DeCenzo & Robbins, 2007). Primary Function The primary functions of human resource management are overseeing department functions and managing employees. This includes strategic and functional responsibilities, compensation and benefits, training and development, recruitment and selection, and employee relations. Strategic Plan The strategic planning is when a company defines objectives and addresses any internal and external factors. The strategic planning process includes the mission and objectives, situation analysis, strategy formulation, strategy implementation, and...
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...Introduction With the merger of InterClean and EnviroTech, merged company has got a new outlook and position in industrial cleaning service industry. For remaining competitive in the industry, the InterClean is required to bring out a new strategic plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the health care industry. For managing this change in its focus, it necessitates changes in job assignments and as well as in job descriptions. For managing these changes, here a development plan will be made that will cover the aspects like completion of job analysis, outlining workforce planning system and selection of new members for the team complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company...
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...Human Capital Management Plan 2004–2008 United States Copyright Office | Contents 1 Message from the Register of Copyrights Copyrights Copyrights 3 Introduction Human Capital Framework · 3 Framework Our Mission · 4 Copyright Office Strategic Plan Mission, Goals, and Objectives · 5 Business Process Reengineering · 5 Current Organization and Workforce · 5 Reliance Upon Library of Congress Human Resources Services · 6 7 Part 1 · Strategic Alignment 7 Part 2 · Organizational Alignment and Workforce Planning 9 Part 3 · Talent 15 Part 4 · Results-Oriented Performance Culture Performance Culture 17 Part 5 · Leadership and Knowledge Management 19 Performance Measures and Evaluation 19 Appendices a: Stakeholder Roles and Responsibilities · 19 b: Implementation Framework · 21 Message from the Register of Copyrights I am pleased to present the Copyright Office Human Capital Management Plan for 2004–2008. This Plan has been developed as a companion to the Office’s Strategic Plan and links our human capital planning to the Office’s strategic policy and management objectives. It emphasizes the importance of human capital management to the successful accomplishment of our mission. In every organization, people are the most valuable resource. This is especially true at the Copyright Office, which is fortunate to have a seasoned, dedicated, and professional workforce that is customer-service oriented. The Office has a unique mission, and I am gratified when I work with...
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...Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation 9 5 WORKFORCE PLANNING CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill...
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...Components of a Strategic Management Process Organizations use the strategic management process to set goals and objectives that will help them to reach a higher level of performance (Pearce & Robinson, 2011). A continuous process, strategic management studies the businesses and industries in which the organization operates, examines the competitors, and establishes goals and objectives to counter competitors in the present and in the future. The strategic management repeats the process continuously. This process has four major components, which are environmental scanning, strategy formulation, strategy implementation and strategy evaluation. Environmental scanning helps organization to analyze the internal and external factors that influence the flow of the organization (Pearson & Robinson, 2011). The strategy formulation helps an organization to charter the best course of action to accomplish the goals and objectives of the organization. The strategy implementation helps management to find ways to make the organization’s strategy works. The strategy evaluation looks at internal and external factors, measures performance, and makes necessary corrections. Most Difficult Strategic Management Process Component to Manage Strategy implementation involves change, and people tend to have a difficult time dealing with change (Mintzberg, Ghoshal, Lampel, & Quinn, 2003). As a result, the strategy implementation aspect of strategic management is the most difficult...
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...performance is measured, how employees are held accountable, recruiting, hiring, and terminating; nor is there any tracking on labor cost, raises or salaries, absentees, tardiness, or diversity within the organization. The President of the firm expects the HR department to turn the firm into a strategic weapon through its employees. This paper will outline how the organization can be turned around and have a competitive advantage over the competition through engaging employees. It will further outline how to measure employee value, to include utilizing employee value to become more competitive. Understanding employment laws and regulations is crucial when developing organizational policies, careful attention must be given to ensure policies do not violate laws such as: The Civil Rights Act (1964), American with Disability Act (1990), and that all employees are treated fairly. Furthermore, this paper will address the issues and challenges the HR department will face to ensure a the HR department is working strategically, how to develop a strategic management process and the steps and processes needed to strategically manage a diverse workforce, to include the composition of the workforce in the future. Employee Value In today’s global economy organizations not only compete for consumers, they also compete for employees. As organizations embark on globalization, it is imperative to ensure valuable employees are not only retained but also the ability to recruit new employee is...
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...Capital Management Achieving success in a globally integrated world: Enabling an adaptable workforce 2 You’ve remodeled your supply chain. Optimized your IT infrastructure. Overhauled your financials. But you’re still not getting the results you expect. So what’s missing? Like many companies, you may be overlooking your most valuable asset: your people. While human capital is an organization’s single largest resource, many companies don’t utilize their workforce to its fullest — even when they’ve been successful in maximizing other strategic business areas — leaving a huge opportunity untapped. By looking to the workforce to improve enterprise adaptability, innovation and productivity, corporate leaders can differentiate their businesses and stay ahead of the competition. Yet, to achieve true differentiation, companies must develop a more responsive, flexible and resilient workforce by finding better ways to source talent, allocate resources across competing initiatives, measure performance and build vital capabilities and skills. This requires developing programs that focus on workforce performance, identifying and employing talent globally, working collaboratively to accelerate change, generating innovation and producing measurable business results — now and into the future. 3 Providing solutions based on solid research IBM’s Global Human Capital Study 2008, which reflects the insights of over 400 senior executives, explores the strategic workforce management...
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...trategic process. This will include the function of recruitment and training programs in HRM, the concept of strategic fit and how human resource management can lead to a competitive advantage. The manner in which an organization’s personnel are managed has a tangible influence on the productivity of the employees, which ultimately acts upon the firm’s bottom line. Corporate success is dependent upon the integration of the human resource plan and the corporate strategic plan. It has become a prominent part of business management, that people provide organizations with an important source of sustainable competitive advantage and that the effective management of human capital, not physical capital, may be the ultimate determinant of organizational performance (Youndt, Snell, Dean, Jr, & Lepak, 1996). The relationship between the strategic planning of an organization’s people and the overall strategy is being increasingly recognized as one of great importance. A growing recognition of human resources as being a company’s most important asset has, and will continue to, changes the focus of strategic planning. It is no longer acceptable to exclusively plan for those assets that will appear on the balance sheet. A plan integrating human resource management and the overall strategic plan is necessary, such that the management of people is not a distinct function, but acts as a medium through which all other business strategies are implemented (Armstrong and Long, 1994: p. 42)...
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...executive decisions, it must address the economic challenges it faces. Strategic management encompasses this holistic style of leadership in which the company’s goals and objectives are all integrated into a cohesive entity. This entity can be likened to the market in which the company operates. Many past successful organizations have felt the impact of changes in demands, cultures, tastes, unemployment, competition, customers and so on in plummeting sales revenue. Reason being, they used a cookie cutter approach to solving the problem. The ability to understand, track, prepare and adapt to changing times makes the difference between a company that barely survives and one that is a successful survivor. The strategic management process involves two key components in ensuring a company remains current and competitive in this dynamic environment; strategy formulation and strategy implementation. The former refers to an examination of a company’s mission and goals, internal strengths and weaknesses and external opportunities and threats. This is commonly referred to as SWOT- Strengths, Weaknesses, Opportunities and Threats. After this a strategic review of varying alternatives against the company’s ability to achieve them based on its SWOT is conducted and the most attainable is selected. Strategy implementation looks at allocating resources to support the strategy formulation decision made. Management must ensure that any decision taken to move a company forward is backed...
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...Strategic Human Resources Management: Where Do We Go From Here?† Brian E. Becker* School of Management, State University of New York at Buffalo, Buffalo, NY 14260 Mark A. Huselid School of Management and Labor Relations, Rutgers University, Piscataway, NJ 08854 The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are direct implications for the nature of fit and contingencies in SHRM. They also highlight the significance of a differentiated HR architecture not just across firms but also within firms. Keywords: strategy; human resources; black box; implementation; differentiation The field of strategic human resources management (SHRM) has enjoyed a remarkable ascendancy during the past two decades, as both an academic literature and focus of management practice. The parallel growth in both the research literature and interest among practicing managers is a notable departure from the more common experience, where managers are either unaware or simply uninterested in scholarly developments in our field. As the field of HR strategy begins to mature, we believe that it is time to take stock of where it stands as both a field...
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