Students learn to deliver their expertise in various human resource disciplines in ways that directly support the business goals of organizations analyzing
business needs, developing metrics to support recommendations and evaluate programs. They use specific human resource competencies to add value to
organizations through human resource initiatives. Students develop the skills of a business partner whose expertise is welcomed and rewarded by organizations
for whom they work. These skills have been identified through comprehensive research as those that distinguish successful human resource professionals; this
entails the use of technical expertise in the traditional human resource disciplines, as well as, mastery of an additional group of human resource competencies
that enable them to support and be seen to support the strategic imperatives of their organization. Learning experiences will include case analyses, field
research, lecture, role play, group work and presentations. The course will begin by analyzing broader business cases rather than human resource issues;
learners identify ways their expertise can contribute to meeting business needs. Learners will also explore and practice the domains in the delivery of human
resources expertise to organizations. A capstone group presentation is made recommending a human resources initiative in a business setting.
Strategic HRM Competencies
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This Course is not for everyone. It is not HRM for
Dummies . It is not for those who are afraid of lots
of data, Numbers, and Metrics It is not for those
who want a quick dip in the fountain of HRMM
knowledge so they can catch the next wave.
CAUTION!
Module 1
The Journey of Human Resources
Management
This journey has more of a direction than a destination. HRMM wants
to add value, to contribute in meaningful ways to employees and line
managers inside the company and to customers, communities,
partners, and investors outside the company. A
Interpersonal Skills – Show respect for the diverse
opinions, values, belief systems, and contributions of
others.
Interpersonal Skills – Interact with others in groups
or teams in ways that contribute to effective working
relationships and the achievement of goals.
Develop and present an human resource project
and project plan to address a business issue
Analyze strategic business issues to identify
human resource opportunities for supporting
corporate objectives
04
03
02
01
Module Learning Objectives
The Journey of Human Resources Management
3. Why are we Studying the Business in an HRM Course?
2. Changing Business Context
1. What Is Human Resources Management?
Agenda
The term “human resources” may refer
to five different subjects.
While Studying this course let’s
introduce you to what is meant with
HRM
What is HRM?
HRM Profession
HRM Department
HRM Practices
HRM Professionals
HRM Issues
The HRM profession is growing dramatically in numbers,
global reach and scientific sophistication. Consider the record
membership in many HRM-oriented professional associations
around the world:
• Chartered Institute for Personnel Development (England and
Europe): 127,000 members.
• Canada Council of Human resources: 24,000 members.
• Australian Human resource Institute: 15,000 members.
• National Institute of Personnel Management, India: 11,000
members.
• Association of Brazil for Human resources: 8,000 members.
• Institute of People Management, South Africa: 8,000
members.
HRM Profession
✓ The Human Resources Professionals Association
(HRMPA)
✓ The Institute for Performance and Learning
(I4PL)
✓ Alternate Dispute Resolution Institute of Ontario
(ADRIO)
✓ Board of Canadian Certified Safety Professionals
(BCCSP)
✓ National Institute for Disability Management and
Return to Work (NIDMAR)
✓ Canadian Payroll Association (CPA)
✓ And more
HRM Profession, Canadian
HRM Professional Associations
HRM often refers to the department or function. As start-up
organizations grow, business leaders realize that they need
functional expertise to meet changing business needs.
Finance, IT, marketing, and HRM -functional areas become
separate departments or functions that bring their expertise
and knowledge to solve business problems. In larger
organizations,
HRM departments may be very complex, with HRM
professionals working in embedded organization units
(business, functional, or geography units), in centers of
expertise where they offer specific technical advice, or in
corporations where they oversee all HRM work within a
company. The HRM department may be thought of as a
“business within a business,”
The HRM Department
HRM is the label we put on a specific set of practices, policies,
procedures, and programs that manage people and
organizations. There are dozens of HRM practices that may be
created. 2 We have clustered this array into four categories:
1- People
2- Performance
3- Information
4- Work
HRM Practices
For many people, HRM refers to the group of people who
make up the profession, who work in HRM departments, and
who design and deliver the HRM practices. As suggested in
the introduction, demands on HRM continue to increase, and
the expectations on HRM professionals have changed
dramatically over the 100 years since the National Cash
Register Company established the first personnel department
after a particularly rancorous strike in 1901.
HRM Professionals
Finally, HRM is often used as the label for a broad category of
issues related to people management (talent, human capital,
workforce) and organizations (teams, organization capability,
culture), not just those issues within the HRM department.
HRM Issues
66% of the people
who answered the RBL
Group survey said that their
vice president of HRM
reported directly to the
CEO.
Did you know?
Business Context
Globalization
Technology
Employees inside
Customers and consumers outside
Investors
Competitors
Globalization has made the world a global village with new
markets offering new challenges and opportunities, especially
in China, India, Brazil, and Russia. Global issues like trade
barriers, exchange rates, tariffs, and distribution have become
important elements of managerial choice.
Technology has increased access, accessibility, visibility, and
connection. The connected world is smaller, rapidly changing,
and has more open information.
Employees represent increasingly diverse demographic
backgrounds including not only race and gender, but personal
preferences, global or cultural backgrounds, and orientation to
work.
Changing Business Context
In some parts of the world, employees are aging more than in
others. Employee expectations are constantly rising as they
gain in education and skills. Customers have become
increasingly segmented, literate, and demanding.
As they have greater choice, they become more selective
about with whom they work. Investors have become
increasingly attuned to and actively concerned about not only
financial results, but intangibles. Competitors come from both
traditional, large global players and increasingly smaller
innovators.
Changing Business Context
HRM’s legacy was to monitor terms and conditions of work
through industrial relations, then to design systems and
practices that shape how people are treated in an
organization.
With this orientation, HRM professionals had little reason to
be more than casual observers of business trends. Now, the
HRM profession is being asked to help businesses compete,
and to do so, HRM must not only observe, but understand
and adapt to these business trends.
Changing Business Context
To respond to the business context, organizations need to
be good at:
Shared Mindset SpeedTalentOrganization
Responses
HRM must not only observe but understand and adapt to these business trends.
Business Trends
Organization capabilities and implications for HRM –
TALENT
We are good at ensuring competent and committed people.
Organization Capability
Attract, motivate, retain, engage competent employees
HRM should be able to
Do talent audit of what is and is not necessary
Build an employee value proposition that engages
talented employees
Organization capabilities and implications for HRM –
SPEED
We are good at making important changes fast
Organization Capability
Change quickly to align with customer needs
• New markets
• New products
• New employee contacts
• New business processes
HRM should be able to
Build and enact a disciplined change process
Assimilate change into a new identity
Organization capabilities and implications for HRM –
SHARED MINDSET
We are good at ensuring customers & employees have positive images and experiences with the organization.
Organization Capability
Build a culture that reflects customer expectations and
turns them into employee actions
HRM should be able to
Perform a cultural audit
Make customer reputation real to employees
Leadership Learning CollaborationAccountability
HRM must not only observe, but understand and adapt to these business trends.
Business Trends
Organization capabilities and implications for HRM –
ACCOUNTABILITY
We are good at implementing disciplines that result in high performance.
Organization Capability
Meet commitments and do what it says it will do
HRM should be able to
Build and implement a disciplined performance
management system
Follow up to ensure consequences
Organization capabilities and implications for HRM –
COLLABORATION
We are good at working across boundaries to ensure both efficiency & leverage.
Organization Capability
Make the whole more than the parts
HRM should be able to
Increase efficiency through productivity
improvement efforts
Increase leverage by sharing ideas, people,
products, services
Organization capabilities and implications for HRM –
LEARNING
We are good at generating and generalizing ideas with impact.
Organization Capability
Generate new ideas and then generalize those ideas
across boundaries
HRM should be able to
Generate new ideas by experimenting, acquiring skills,
continuous improvement, benchmarking
Generalize ideas across boundaries
Organization capabilities and implications for HRM –
LEADERSHIP
We are good at embedding leaders throughout the organization who deliver results.
Organization Capability
Identify a leadership brand that connects customer
reputation and employee behaviours
HRM should be able to
Ensure that leaders demonstrate the leadership code
Prepare a statement of leadership brand and invest in
future leaders
Efficiency Strategic Unity Innovation Customer
Connection
HRM must not only observe, but understand and adapt to these business trends.
Business Trends
Organization capabilities and implications for HRM –
CUSTOMER CONNECTION
We are good at building enduring relationships of trust with targeted customers.
Organization Capability
Identify and target the customers that are critical for
the firm to compete and win.
HRM should be able to
Involve customers in the firm’s HRM practices e.g.,
staffing
training
communications
Expose employees to external customers
Establish dedicated account teams
Organization capabilities and implications for HRM –
INNOVATION
We are good at doing something new in both content and process.
Organization Capability
Innovate and create new ways to do things
HRM should be able to
Establish an innovation protocol that helps shape new
ideas
Instill a spirit of innovation among all employees
Organization capabilities and implications for HRM
– STRATEGIC UNITY/CLARITY
We are good at articulating and sharing a strategic point of view.
Organization Capability
Envision a future state and ensure that employees and
practices are aligned to it
HRM should be able to
Establish a process to ensure strategic clarity
Align organization actions to make the strategy
happen
Organization capabilities and implications for HRM –
EFFICIENCY
We are good at managing costs of the operation.
Organization Capability
Work to reduce costs
HRM should be able to
Increase productivity
Manage processes efficiently
Allocate resources on key projects
100% of the Organization
Capabilities is dependent on it’s People
Abilities.
Did you know?
HRM Responses
FOR HRM TO DELIVER, THERE MUST BE CHANGE ACROSS…
HRM Profession
• Technical elements only the ticket of admission
• Business topics and organization capabilities
HRM Responses
FOR HRM TO DELIVER, THERE MUST BE CHANGE ACROSS…
HRM Department or Function
• Transactional versus strategic
• Embedded
• Centres of expertise
• Operational execution
• Corporate
HRM Responses
FOR HRM TO DELIVER, THERE MUST BE CHANGE ACROSS
HRM Practices
Deliver value to customer
Aligned
Integrated
More of them
HRM Responses
FOR HRM TO DELIVER, THERE MUST BE CHANGE ACROSS
HRM Professionals
• New role – technical expertise
• applied to business performance
• Need new competencies
HRM Responses
FOR HRM TO DELIVER, THERE MUST BE CHANGE ACROSS
HRM Issues
• HRMM is a shared responsibility
with line managers
• Line managers are the ultimate
owner of the workplace
To address those challenges, The RBL
Group developed their research
originally asking four key questions
✓ What makes a successful HRM professional?
We want to state with clarity and evidence the
knowledge, skills, and values that successful
HRM professionals demonstrate in all types of
positions, companies, and geographies.
✓ Which HRM competencies have the most
impact on the performance of the HRM
professional? We want to prioritize what HRM
professionals should know and do as they try to
deliver value. Being equally good at all things
generally means being excellent at nothing.
Being average is the enemy of great, and we
want to identify where HRM professionals
should be great.
Key Research Questions
✓ How do HRM competencies affect business performance? We believe
that in knowledge and service economics, organization and people issues
become key to long-term success. HRM professionals who have
competencies to architect, coach, design, and facilitate organization and
people issues will help their organization succeed.
✓ How much do HRM departments affect business vs. individuals who
work in HRM? In this round of study, we wanted to not only identify
competencies for HRM professionals, but governance of HRM
departments.
Key Research Questions
HRM Do not
operate in
vacuum!
Research findings will be discussed and used to show the
intertwining relation between HRM and Business success, more
over HRM Competencies and business growth.
Let’s Look at Amazon!