Managing human resources 8th edition pdf free download

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Want more? Advanced embedding details, examples, and help! Collection inlibrary ; printdisabled ; internetarchivebooks ; americana Digitizing sponsor Internet Archive Contributor Internet Archive Language English. Chruden's name appears first on the earlier edition Includes bibliographies and indexes. The strategic vision provides a perspective on where the company is headed and what the organization can become in the future.

Organizational core values are the strong and enduring beliefs and principles that the company uses as a foundation for its decisions. Put the vision and mission statements on a slide, without telling the students the name of the organization.

Ask students if they can guess each organization according to their respective vision and mission statements. Call-Out Question: Who are vision statements for—the public or employees? It is meant for employees to understand, not the public. STEP 2: External Analysis Environmental scanning is the systematic monitoring of the major external forces influencing the organization.

Managers attend to a variety of external issues. Instead of teaching these seven factors in the external environment 1.

For instance, ask students whether they think that Starbucks keeps tabs on what Tim Hortons is doing. Think-Pair-Share: Use Discussion Question 2 on page What external forces influence the future of community colleges and universities? List these and discuss the implications for the demand for faculty. A general rule of thumb about this analysis is: The more power each of these forces has, the less profitable and therefore attractive the industry will be.

Customers 2. Rival Firms 3. New Entrants 4. Substitutes 5. Ask the students: As you have learned, substitutes can be an opportunity or a threat. The smartphone is a great example of a new product that eliminated the need for many other products. In groups, develop a list of the products that the smartphone has replaced. Ask students to watch the clips and then provide examples of how the culture is rare, valuable, inimitable, and organized.

See the full citation for this paper in the Recommended Reading section. In many cases, HR practices will differ depending on the group to which the employees belong.

See sample answers to this exercise in the HRM Experience section. Class Debate: Assign half of the class to argue that organizations should use contract workers, and half of the class to argue that organizations should use full-time contracts. Remind them that many employers e. The hiring process for a December start-date often begins in October. But how do such retailers know how many people to hire in October to be ready for the holiday period?

They need to engage in forecasting. Organizations can use one of two approaches to figuring this out: Quantitative approaches. Qualitative approaches. The Delphi technique attempts to decrease the subjectivity of forecasts by soliciting and summarizing the judgments of a pre-selected group of individuals.

Forecasting the supply of employees Staffing tables Markov analysis. Skill inventories Replacement charts. Succession planning. For each critical job family, managers identified the critical knowledge, skills, and behaviours necessary to build the core capabilities. They then determined the number of people required for these positions, as well as the number who are currently qualified.

Figure 2. Print out one copy of the SWOT for each group of about five students. Then cut out single sentences that are strengths, weaknesses, opportunities, or threats, and stick them in an envelope in no particular order. Alternatively, you can give each student one slip of paper with a piece of tape, and make a giant SWOT grid on the board. Ask students to come to the board and tape their S, W, O, or T in the appropriate box. The learning point is that sometimes it is difficult to know whether an issue is an opportunity or a weakness; you can reinforce that O and T are external, and S and W are internal to the organization.

What are their strengths e. What are their weaknesses e. What are the opportunities e. What are the challenges e. Use Discussion Question 4 on page 78 as the basis for a team assignment: Shopify and Tim Hortons are both Canadian success stories.

From websites and news articles, try to articulate and compare their corporate strategies. Differentiation Strategy: Compete on Unique Value Added This strategy is based on providing something unique to customers. With a seasoned class, the instructor may wish to purchase the case from Harvard Business Review.

With a less experienced class, it may be best to provide some clear examples from the Baron and Kreps article instead of using the full case. What are the options? What are the advantages and disadvantages of each option? Ask students to present their findings to the class. Alternatively, generate a list on the board as a class together. Then assign one option to each group, and ask each group to present to one another to foster collaborative learning. Metrics fall into two basic categories: Human capital metrics: assess aspects of the workforce HR metrics: assess the performance of the HR function itself Making Explicit Real-World Links: Most large companies use software to track their HR metrics over time.

Write a report that summarizes the benchmarking activities in one industry. The model has four related cells: 1 financial, 2 customer, 3 processes, and 4 learning. You want to measure the success of the association during your term. What metrics would you use? What benchmarks would you use?

There are essentially three steps. Managers identify the key workforce objectives they hope to achieve. Managers identify each of the HR practices used to elicit or reinforce those workforce objectives job design, staffing, training, appraisal. Managers evaluate each HR practice on a scale of —5 not supportive to 5 supportive. By tallying up the ratings across managers, organizations can get a very clear idea of which HR practices are working together to achieve the workforce objectives and which are not.

Ensuring Strategic Flexibility for the Future Successful HRP helps increase organizational capability—the capacity of the organization to continuously act and change in pursuit of sustainable competitive advantage. Flexibility can be achieved in two primary ways: Coordination flexibility occurs through rapid reallocation of resources to new or changing needs. Resource flexibility, on the other hand, results from having people who can do many different things in different ways.

Review the learning objectives. Create a multiple-choice style quiz based on the lecture material to reinforce learning. Use clickers if they are available. Ask students to respond to a Discussion Question to present to the class the following week.

Collect the one-minute papers and take up any unresolved issues in the following class. Use this as a basis for discussion on the online discussion board for your class Additional Teaching Resources Recommended Reading Baron, J. Consistent human resource practices. California Management Review, 41 3 , 29— Bowen, D. Kotter, J. Leading change: Why transformation efforts fail. Harvard Business Review, 50— Pfeffer, J. Seven practices of successful organizations. French, C. New York: McGraw-Hill.

Sheehan, N. Understanding how resources and capabilities affect performance: Actively applying the resource-based view in the classroom. Journal of Management Education, 30 3 , — Ulrich, D. Using human resources for competitive advantage.

Kilmann, I. Kilmann, and Associates Eds.