Counsel and Advise Relationship

HR Dept and Line Mgrs

Control Role

HR Dept has authority

personnel policies

and procedures

Stockholders

Customers

Employees

All stakeholders satisfied

Autonomy

Workers free from

direct supervision

After WWII

increase birthrate

(1910 had larger increase)

Decline of birth rate

during Great Depression

# of live births

per 1,000

Bureau of Labor Statistics

in

DOL

info about Labor Mkt

Decision making

with Top Mgrs

Role of HR

in

Org. Dev. intervention

All age 16 or older

Employed or Unemployed

Not Military

Not inmates (penal or mental)

Not in homes for the aged..

Code of Ethics

Values of Organization

Position

Over

Competitor

Organizations use to compete

with each other

EE recieves personal gain

at the expense

of the Co

Cooptation

A strategy

outside people

into Org

obligated to contribute

IE: Board of Dir

Core Competency

Unique skills or resources

that give an Org

Competitive edge

Current

Population

Survey

Org decisions

delegated to Mgrs

& Sups

Division of Labor

Specialized jobs

Separate Individuals

Effectiveness

Versus

Efficiency

Effectiveness - ratio of Input to Output

Versus

Efficiency - Entire cycle = input, sell, output

Labor for rewards (wages, benefits..)

Agreement

Stimulate followers

to be committed to

their work

Examining Demographic

and

Social Forces

Influencing the Labor force

Degree of predictability

Organizaton's environment

how rapidly it changes

Mgr assigned to

work

in a Foreign Country

AVG # of Children

born to a Woman

during her

lifetime

study in an Org

indep. variable(nothing)

&

depend. varialbles ($ rewards)

IE: safety in the workplace

Key: causality

Org Structure

jobs assigned to depts

by function

Strategic Corp Units

in multiple countries

interact with each other

KSAs of HR Mgrs

strat. contr.

credibility

HR Tech.

HR Metrics

for Mgrs

AKA: HR Scorecard

Strategic

Operational

Financial

Customer

Specifice indicators

measure progress

ROI

Human Capital

Value Added

Eval of HR Dept

by Sup and Mgrs

How well they are doing

HR Mgr

understands

how HR interacts

with all other

business functions

specialize in a HR funciton

IE: staffing, Comp, EE Relations

expected fin. contr.

every EE

HR Acctg measurement

assesses value of HR

Inducements-Contributions

Balance

research study

controlled environment

IE: Assessment Centers

Interprets HR Metrics

Most useful in Mgr decisions

Predicts the future

IE: time to fill

Interprets HR metrics

measures results

IE: sales, profits

Authority to make decisions

to direct subordinates

production, sales, finance-related

activities

Local National\

Or

Host Country Nationals

Work for a multinational Co

work in your own country

Dual accountabilities

Functional and product

workers report to both

Multinational

Enterprise

global firm

coporate units in foregn countries

Organizational

Capabilities

What the Org can do

with KSAs, tech, experience

of employees

Cost of recruiting

selecting

training

current employees

contracting

outside specialists

HR functions

% of Males or Females

in a particular age group

in labor force

Professional

 Employment

Organizations

Contract EEs for HR

Co-employ EEs

Product

Departmentalization

jobs assigned

by product

P = Goods & Serv.

EE Hrs

Regression Analysis

Stat Tech

one Dep Variable

several other indep variables

IE: Retail internship P.40

Reliability

constistency

of

measurement

HR Acctg

cost to replace all EEs

HR provides

asstistance to

line mgrs

all EEs in a drawing

all have same probability

# of subordinates

assigned to

supervisor

advise those who possess

authority

grouping EEs

IE: job class or Org level

Then random selection

Organizational analysis of its 

Strengths

Opportunities

Weaknesses

Threats

(to Develop a Strategy)

EEs who are not

citizens of home or host country

Tot. days to fill

(req. appr to hire date)

divided by

# of hires

manage transactions

by using

rewards

Task instructions

corrective actions

Transformational

Leadership

Empower EEs

resources

support

back

Turnover Rate

(per month)

EE separations per Mo.

divided by

Avg # of EEs per Mo.

Times 100

persons not employed

available for work

seeing employed

data collected

without

influencing EE behavior

IE: files, HRIS

reasearch

measures

what its

supposed to

measure

each firm is a link

and

adds value

and

passes it onto buyers

Mgr

lives at home

works long distance

w/o relocating