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MGT345 Week 1 notes

by: Samantha Colona

MGT345 Week 1 notes MGT 345

Samantha Colona
GPA 3.27
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About this Document

These are the first weeks notes based off the PowerPoint, whiteboard, and class discussion!
Designing, Managing and Evaluating Human Resources Management Programs
Wesley A. Scroggins
Class Notes
Human, resource, Management, Programs




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This 3 page Class Notes was uploaded by Samantha Colona on Saturday August 27, 2016. The Class Notes belongs to MGT 345 at Missouri State University taught by Wesley A. Scroggins in Fall 2016. Since its upload, it has received 25 views. For similar materials see Designing, Managing and Evaluating Human Resources Management Programs in Management at Missouri State University.


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Date Created: 08/27/16
8/25 – Week One Introduction Human Resource Management: Gaining a competitive advantage Competitiveness- a company’s ability to maintain and gain market share Human Resource Management (HRM) – the policies, practices, and systems that influence employee’s behavior, attitudes and performance. OCB’s –Organizational Citizenship Behavior  Helping your co-workers  Going above and beyond to help a customer HR Systems  Perceptions/ Beliefs  Attitudes  behaviors  sustained competitive advantage Perceptions/ Beliefs  Psychological contract- conscious or unconscious expectations you have that aren’t in a tangible document, expectations of fairness EX: instructor expecting you to study, you expecting to be taught Attitude  Empowerment  OC  Job Satisfaction Responsibilities of HR Departments 1. Employment and recruiting 2. Training and development 3. Compensation 4. Benefits 5. Employee services 6. Employee and community relations 7. Personnel records 8. Health and safety 9. Strategic planning HR as a business produces 3 Product Lines 1. Administrative services and transactions 2. Business partner services 3. Strategic partner Strategic Role of the HRM Function  Time spent on administrative task is decreasing  HR role as a strategic business partner change agent and employee advocate are increasing  HR is challenged to shift focus from current operations to a future strategic partner if it us to survive as a discipline and help the organization achieve its goals o Business minded o Customer focused o Add value to the organization How the HRM Function is changing Evidence Based HR – demonstrating that HR practices have a positive influence on the company’s bottom line or key stakeholders.  “Evidence- Based management is about making decisions through the conscientious, explicit, and judicious use of four sources of information: practitioner expertise and judgment, evidence from the local context, a critical evaluation of the best available research evidence, and the perspectives of those people who might be affected by the decision” -Briner, Denyer, & Rousseau (2009). The HRM Profession  Salaries depends on position, experience, education, training, location, and firm size  Primary Processional organization for HRM is Society for Human Resource Management (SHRM) o 6 Major Ethical Principles 1. Professional Responsibility – add value to organization. accept responsibility for our individual decisions and actions. 2. Professional Development – strive to meet the highest standard of competence and commit to strengthen our competencies on a continues basis 3. Ethical Leadership – exhibit leadership and be a role model 4. Fairness and Justice – promote and foster justice and fairness for all 5. Conflict of interest – maintain high level of trust with stakeholders. Protect the interest of stakeholders and our professional integrity. Don’t engage in activities that create actual, apparent, or potential conflicts of interest. 6. Use of Information- consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision making The Sustainability Challenge  Deliver a return to shareholders  Provide a high-quality products, services, and work experience for employees  Increase value place on intangible assets, human capital and social responsibility  Adapt to changing characterizes and expectations of the labor force  Address legal and ethical issues  Effectively use a new work arrangements Economy –Implications for HR  Structure of the economy development and social media  Growth in professional and service occupations  Skill demanding for jobs and changing  Knowledge is becoming more valuable o Intangible assets o Knowledge workers o Empowerment  Learning organizations o Social collaboration and social networking technology Meeting 4 competitive Challenges through HRM practices  HRM practices that help companies dal with the four competitive challenges can be grouped into four dimensions 1. The HR environment 2. Acquiring and Preparing HR 3. Assessment and Development of HR 4. Compensating HR


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