HRM200 Chapter Notes - Chapter 1: Balanced Scorecard, Secondary Sector Of The Economy, Organizational Communication
22 Apr 2013
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Document Summary
Managing people in organizations to produce the workforce competencies and behaviors required to achieve the operation"s strategic goals. Managing human capital: knowledge, education, training, skills, expertise. Effective hr practices are related to better organizational performance. Balanced scorecard measurement system translates organizational strategy into a comprehensive set of performance measures. Commonly outsourced (i. e. payroll services, recruitment, training) Serving as administrative experts and employee champions; in-house consultants to line managers. Providing services i. e. analyzing jobs, planning future workforce requirements, selecting employees, orienting and training employees, managing compensation and reward plans. Ensuring fair treatment, appraising performance, ensuring employee health and safety, managing labor relations an relationships with unions, handling complaints, and ensuring compliance with legislation. Serving as strategic partners and change agents. Strategy: company"s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage. Increasingly, the hr department is being viewed as an equal partner in strategic planning process.
