Recent Changes

Monday, April 16

  1. page Chapter 14 Evaluation of HR Programs and Policies edited ... 2. Costing Measures: training programs, hiring 3. Client Satisfaction: solving problems effec…
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    2. Costing Measures: training programs, hiring
    3. Client Satisfaction: solving problems effectively and efficiently
    Challenges in Measuring the Impact of HRM
    Universality of Best Practices:
    -There is no one practice that works in every situation. Some processes that are beneficial for certain companies are detrimental to other companies.
    -Companies have differing strategic goals.
    Separation of Cause and Effect:
    Causes of behaviours cannot be specifically linked to other behaviours, there are many variables involved in determing reasoning behind behaviours.

    Successful Measurement
    Any measurements used should have the following characteristics:
    (view changes)
    5:04 pm

Saturday, April 14

  1. page Chapter 14 Evaluation of HR Programs and Policies edited ... Compliance:Ensuring organizational practices comply with the law and that practices are ethica…
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    Compliance:Ensuring organizational practices comply with the law and that practices are ethical
    Client Satisfaction:Includes internal and external clients. These measures have been found to predict financial performance, on a lagged basis. Research has shown that if employee morale drops, managment can expect customer satisfaction levels to drop in about 6 months time.
    ...
    about organizational characteristicscharacteristics. The most frequently measured attitudes are job satisfaction and committment.
    Cost Control:Personnel are viewed as an expense consisting of pay and benefits, the cost of absenteeism and the cost of turnover
    Contribution: HRM practices shape the behaviour of employees within an organization, and thus help the organization achieve its goals. We need to view employees as investments and not just as expenses. Sophisticated and integrated HR practices have a positive effect on employee performance.
    (view changes)
    9:11 am
  2. page Chapter 14 Evaluation of HR Programs and Policies edited ... The 5 Cs of evaluating HRM include: Compliance:Ensuring organizational practices comply with …
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    The 5 Cs of evaluating HRM include:
    Compliance:Ensuring organizational practices comply with the law and that practices are ethical
    ...
    a lagged basisbasis. Research has shown that if employee morale drops, managment can expect customer satisfaction levels to drop in about 6 months time.
    Culture Management: The development of an appropriate culture will support optimum performance. Attitudes:Perceptions or opinions about organizational characteristics
    Cost Control:Personnel are viewed as an expense consisting of pay and benefits, the cost of absenteeism and the cost of turnover
    (view changes)
    9:08 am
  3. page Chapter 14 Evaluation of HR Programs and Policies edited ... Culture Management: The development of an appropriate culture will support optimum performance…
    ...
    Culture Management: The development of an appropriate culture will support optimum performance. Attitudes:Perceptions or opinions about organizational characteristics
    Cost Control:Personnel are viewed as an expense consisting of pay and benefits, the cost of absenteeism and the cost of turnover
    ...
    its goals. We need to view employees as investments and not just as expenses. Sophisticated and integrated HR practices have a positive effect on employee performance.
    There are two ways of measuring human resource contribution:
    1. Financial Measures - survival of the organization is the first measure but financial ratios are also used such as Return on Equity (ROE) or Return on Investment (ROI).
    2. Measures of Managerial Perceptions of Effectiveness - when financial measures are not available or appropriate, managers can be asked to assess their organizations performance relative to the performance of sector competitors.

    Advantages of Measuring Client Satisfaction:
    1. Measuring client satisfaction reminds the HR department that they are a "service" that must deal witht he expectations of its clients.
    ...
    3. Occupational injuries
    4. Illnesses
    Contribution
    We need to view employees as investments and not just as expenses. Sophisticated and integrated HR practices have a positive effect on employee performance.
    There are two ways of measuring human resource contribution:
    1. Financial Measures - survival of the organization is the first measure but financial ratios are also used such as Return on Equity (ROE) or Return on Investment (ROI).
    2. Measures of Managerial Perceptions of Effectiveness - when financial measures are not available or appropriate, managers can be asked to assess their organizations performance relative to the performance of sector competitors.

    Approaches to Measuring HRM Practices
    1. activity-based measures: training, hiring
    (view changes)
    9:05 am
  4. page Chapter 14 Evaluation of HR Programs and Policies edited ... 3. Client satisfaction- the manager has a problem solved; the HR department changed the employ…
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    3. Client satisfaction- the manager has a problem solved; the HR department changed the employee's benefits information quickly
    The 5 Cs of evaluating HRM include:
    Compliance: EnsuringCompliance:Ensuring organizational practices
    ...
    ethical
    Client Satisfaction: IncludesSatisfaction:Includes internal and
    ...
    optimum performance. Attitudes: PerceptionsAttitudes:Perceptions or opinions
    ...
    characteristics
    Cost Control: PersonnelControl:Personnel are viewed
    Contribution: HRM practices shape the behaviour of employees within an organization, and thus help the organization achieve its goals.
    Advantages of Measuring Client Satisfaction:
    ...
    3. Occupational injuries
    4. Illnesses
    Contribution
    We need to view employees as investments and not just as expenses. Sophisticated and integrated HR practices have a positive effect on employee performance.
    There are two ways of measuring human resource contribution:
    1. Financial Measures - survival of the organization is the first measure but financial ratios are also used such as Return on Equity (ROE) or Return on Investment (ROI).
    2. Measures of Managerial Perceptions of Effectiveness - when financial measures are not available or appropriate, managers can be asked to assess their organizations performance relative to the performance of sector competitors.

    Approaches to Measuring HRM Practices
    1. activity-based measures: training, hiring
    (view changes)
    9:01 am
  5. page Chapter 13 Outsourcing edited ... activities creating current or potential competitive advantage activities that will influence…
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    activities creating current or potential competitive advantage
    activities that will influence future growth or rejuvenation
    Core Functions That Should Not Be Outsourced
    orientation
    leadship development
    employee relations
    final selection
    performance management
    succesion management
    organizational change

    The text discussed why it is rare to outsource all of the HR departments functions - HR is critical to the culture and strategic objectives of an organization. HR needs to have a seat at the strategic planning board. However, some companies do outsource critical functions such as risk management. The following article discusses the benefits and risks of doing so: The Benefits and Risks of Knowledge Process Outsourcing
    Six Major Reasons for Outsourcing:
    ...
    3. Access to advanced technology -Quick and Reliable access new technologies
    4. Improved service levels -Best of Breed vendors to optimize service
    ...
    in it
    6. Organizational politics -can be used to get rid of a troublesome department, or just reduce the headcount.
    Outsourcing Risks and Limitations:
    (view changes)
    8:40 am

Thursday, April 12

  1. page Chapter 14 Evaluation of HR Programs and Policies edited ... Contribution: HRM practices shape the behaviour of employees within an organization, and thus …
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    Contribution: HRM practices shape the behaviour of employees within an organization, and thus help the organization achieve its goals.
    Advantages of Measuring Client Satisfaction:
    ...
    its clients.
    2. Surveying clients about their unmet needs increases the credibility of the HR function.
    3. Initiating and managing change by surveying stakeholders before, during, and after a change program increasesthe possibility that the HR department will understand the client's perceptions; identify resistance to change, and overcome resistance; and prove that the change program meets its goals.
    ...
    It may be difficult to see patterns in the feedback because there is no method for measuring the frequency of the problem
    HR professionals have little incentive to report negative feedback to superiors
    Critial Incident Method: In the critical incident method, clients are asked to describe a situation in which the HR department provided assistance that was particularly useful, the consequences of this help, and why it was seen as helpful. Similarly, they are asked to describe a situation in which the assistance was not at all useful, and why.
    Problems with Measuring Client Satisfaction:
    -High expectations of clients
    (view changes)
    1:34 pm
  2. page Chapter 14 Evaluation of HR Programs and Policies edited ... Culture Management: The development of an appropriate culture will support optimum performance…
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    Culture Management: The development of an appropriate culture will support optimum performance. Attitudes: Perceptions or opinions about organizational characteristics
    Cost Control: Personnel are viewed as an expense consisting of pay and benefits, the cost of absenteeism and the cost of turnover
    ...
    achieve its goalsgoals.
    Advantages of Measuring Client Satisfaction:
    1. Measuring client satisfaction reminds the HR department that they are a "service" that must deal witht he expectations of its clients.
    2. Surveying clients about their unmet needs increases the credibility of the HR function.
    3. Initiating and managing change by surveying stakeholders before, during, and after a change program increasesthe possibility that the HR department will understand the client's perceptions; identify resistance to change, and overcome resistance; and prove that the change program meets its goals.

    Methods of Measuring Client Satisfaction:
    Informal Feedback: Simply ask people how satisfied they are with the service. This feedback method is limited because:
    (view changes)
    1:30 pm

Wednesday, April 11

  1. page Chapter 13 Outsourcing edited ... In a study conducted by Hewitt Associates, 94% of those surveryed said they had outsources one…
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    In a study conducted by Hewitt Associates, 94% of those surveryed said they had outsources one or more HR functions.
    Outsourcing HR Functions
    ...
    its services.
    While smaller firms might outsource all HR functions, most large firms retain the critical components. Larger organizations rarely engage in 100% outsourcing for 3 reasons. First, the HR function is so critical to the culture and strategic objectives of an organization that it must be closely managed by the organization itself. Second, situations arise that are impossible to predict, such as industrial relations disputes, and this unpredictability makes it difficult to develop a contractual agreement with a vendor. Third is the lack of providers of total HRM services.
    Management of Outsourcing
    ...
    The text discussed why it is rare to outsource all of the HR departments functions - HR is critical to the culture and strategic objectives of an organization. HR needs to have a seat at the strategic planning board. However, some companies do outsource critical functions such as risk management. The following article discusses the benefits and risks of doing so: The Benefits and Risks of Knowledge Process Outsourcing
    Six Major Reasons for Outsourcing:
    ...
    Financial Savings - 10-20% labour savings and an increase in productivity
    2. Strategic Focus - Allows company to focus on core values, critical to success of company
    3. Access
    ...
    advanced technology -Quick and Reliable access new technologies
    4. Improved service levels -Best of Breed vendors to optimize service
    5. Access
    ...
    specialized expertise
    6.
    -Employers need not focus on learning laws/regulations, it can be left to those who specialize in it
    6.
    Organizational politics -can be used to get rid of a troublesome department, or just reduce the headcount.
    Outsourcing Risks and Limitations:
    -Are the anticipated benefits realized?
    (view changes)
    5:37 pm

Friday, April 6

  1. page Chapter 13 Outsourcing edited ... In a study conducted by Hewitt Associates, 94% of those surveryed said they had outsources one…
    ...
    In a study conducted by Hewitt Associates, 94% of those surveryed said they had outsources one or more HR functions.
    Outsourcing HR Functions
    ...
    for its services.
    While smaller firms might outsource all HR functions, most large firms retain the critical components. Larger organizations rarely engage in 100% outsourcing for 3 reasons. First, the HR function is so critical to the culture and strategic objectives of an organization that it must be closely managed by the organization itself. Second, situations arise that are impossible to predict, such as industrial relations disputes, and this unpredictability makes it difficult to develop a contractual agreement with a vendor. Third is the lack of providers of total HRM
    services.
    Management of Outsourcing
    -Managing the outsourcing well is critical.
    (view changes)
    7:09 am

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