HRM responsible for: Training, Acquisition, Appraisal, Compensation, Fairness,…
HR managers duties:
1. Line Function:
• Line Authority (manage specific HR departments)
• Implied Authority (affect the decision in other departments).
2. Staff Functions:
• Staff Authority (give advice about staff)
• Innovator/Advocate (give ideas to improve staff in workplace)
HR Specialties
• Job analyst
• EEO coordinator
• Compensation manager
• Training specialist
• Labor relations specialist
• Recruiter
Organizing HR to deliver services:
• Shared Services: Centralized teams handle basic tasks like payroll or addressing
employee issues. They often use tools like online portals or call centers “WE, Xceed”.
• Corporate HR Teams: Work with top managers on organizational plans & strategies.
• Embedded HR Teams: HR experts assigned to specific departments to provide direct
support “HR generalists or business partners”
• Centers of Expertise: “Consultants” focus on specific areas like training or
organizational change, provide expert advice.
HR Trends:
1. Workforce Demographics and Diversity Trends → include employees of different
ages, more females, and people from various countries.
2. Trends in How People Work (Nature of work) → require more skills, advanced
technology use, and remote or flexible work options like working from home.
• Shift to Service Jobs: Most jobs have moved from manufacturing to service industries in US.
• Gig Economy: More people now work as freelancers or gig workers, focusing on flexibility and
skills. “Uber drivers, delivery men”.
• Technological Sophistication: means that basic jobs now need advanced tech skills, so
companies must train employees to adapt.
3. Globalization Trends (Offshoring) → Companies are offshoring jobs to lower-cost
countries and expanding globally, which are facilitated by Free trade agreements, like
NAFTA and the EU.
Offshoring: Companies move jobs to cheaper countries to save money and expand “Call
centers”.
4. Economic Trends → COVID-19, inflation, and currency changes have led to job freezes,
downsizing, and fewer benefits.
5. Technology Trends → Machines, AI, and social media make recruitment, training, and
HR tasks easier and faster. (LinkedIn, Wuzzuf)
HR Technology Trends that drive HRs to automation
1. Social media and Mobile Applications: Using platforms like LinkedIn, and Wuzzuf for
recruiting and sharing company updates. Mobile apps monitor employee activities and
improve efficiency. (tracking attendance with digital photos).
2. Gaming: Employers use gaming features in the recruitment, training to make these
processes more engaging and effective.
3. Cloud Computing: tools to track team goals, provide feedback, and manage freelance
workers.
4. Data Analytics (Talent Analytics): predict employee behavior, like identifying who
might leave or succeed. And helps find the best talents by analyzing resumes or identify
training needs by analyzing employee skills.
Strategic Human Resource Management → Serve overall organizational goals by linking HRM
with the organization long-term goals to improve performance. It focuses on creating HR
policies that develop employee competencies & behaviors, which are needed to support the
organization’s strategy.
Strategic HRM Tools
1. Strategy map → Summary of how each department’s performance contributes to the
company’s overall goals, helping employees understand their role in achieving these goals
by giving them training.
2. HR scorecard → Quantify the strategy map, assign goals, monitor results & take corrective
actions.
3. Digital dashboard → Graphs & charts to track company’s & employee’s performance to
take corrective actions If needed. (How well the company is doing, which areas need
improvements)
HR Metrics → quantitative measure of HRM activity & performance such as employee turnover,
training hours per employee, or qualified applicants per position that help organizations
measure and improve their HR practices and decision-making:
1. Benchmarking → compare their HR metrics with industry standards or high-performing
companies, in order to understand what they do that makes them better.
2. HR Audit → review HR functions (recruiting and training) and ensures compliance with
policies, and regulations by reviewing payroll, records, and company policies.
3. Data analytics predict trends & identify factors affecting turnover, hiring, and
training, by using data tools like Talent analytics.
4. Evidence-based HRM uses data, research, and evaluations to support HR decisions
from:
• Actual Measurements → measuring trainee feedback
• Existing Data → analyzing company data
• Research Studies → using studies to improve training.
High-Performance Work System (HPWS) → Set of HR policies & practices that help
organizations perform better. By using:
1. HR metrics to measure and improve performance.
2. Using benchmarking to compare and improve performance with top standards.
3. Set clear goals for HR systems to follow.
4. Encourage employees to manage themselves.
Employee Engagement being mentally involved in, connected and committed to getting one’s
job done.
(High employee engagement have an 83% chance of high performance, while those with low
engagement have only 17%)
• Engaged employees 30% → work with passion and has a deep connection to their
company.
• Disengaged employees 50 % → sleep through the work and put in minimal effort.
• Actively Disengaged employees 20% → unhappy employees & express their
unhappiness and disrupt others.
To improve engagement, managers should:
1. Provide supportive supervision.
2. Help employees see how their work contributes to company success &
achieving company’s goal.
3. Ensure employees get sense of accomplishment.
4. Highly involve employees in self-managed teams.
Engagement enhances customer service, retention, productivity, and revenue while reducing
turnover and safety incidents. Companies often use surveys to measure engagement and track
areas for improvement.
