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8/9/2019 Ch 16 Mgmt Control and Human Resource Mangement
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CONTROLOf
Human Resource ManagementSheetal Thomas
Dean, GIMT
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Introduction The goal of HRM is to help anorganization meet its strategic goalsby attracting, developing, andretaining employees and also bymanaging them effectively
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Introduction The adoption of management control systems (MCS) is a
key element in managing the tension that growth imposeson young growing firms. Despite its importance to a largenumber of organizations, only recently has the empiricalliterature devoted attention to the evolution of these
systems over the lifecycle of firms [Moores and Yuen,Account. Organizat. Soc. 26 (2001) 351].
There are several variables as drivers of the emergence of management control systems including the size of theorganization, its age, the replacement of the founder asCEO, and the existence of outside investors.
Effective management of Human capital can lead to asituation where the organization is respected as aPreferred employer brand by the employees, prospectiveemployees, and other stake holders.
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Introduction The key here lies in achieving a fitbetween managing theorganizations employees and theoverall strategic direction of theorganization
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Human resource planning HR planning deals with recognizing and
fulfilling the human resources needs of anorganization. The HR planning process
primarily consists of two sets of activities 1) recognizing human resources needsand then 2) Fulfilling them through hiring,training, promotion, transfer, etc
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Human resource planning The nature of the HR planning process is primarily
dependent upon the organizational size and thehierarchical structure with in the organization .
For the HR plan to be successful, it has to be
supported fully by the top management and the HRdepartment. The line management also have toshow strong commitment and accountability to it
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HR Department Functions Recruitment and selection Training and development Attrition management (employee turnover)
Welfare management Compensation management
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Techniques for assessing
effectiveness of HRM Survey feed back HRD audit HR accounting
HR interventions (proactively involve) Employee engagement
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Work force scorecard approach This approach views the work force in
terms of the contribution made by itinstead of cost incurred on it. It makes useof metrics instead of benchmarking. It alsomakes the line managers jointlyresponsible with the human resourceprofessionals for execution of theorganization strategy
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Workforce scorecard
dimension Examples of measures
Work forcesuccess
Average price premium versus competitionNumber and quality of customer complaintsSales volume due to customer referralsPercent of products delivered defect-free
Quality of governance
Leader ship andwork forcebehavior
Employee turnover by performance level and bycontrollability
Extent of organizational learningEffectiveness in dealing with poor performers
Percent of original ideas that are implementedRequests for transfer per supervisor
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Workforce scorecarddimension Examples of measures
Workforcecompetencies
Proportion of employees not meeting basic skill requirementPercent of internal customers that rate staffing function highlyManagerial competence in subordinate developmentDiversity of gender and race by job category
Workforcemindset andculture
Consistency and clarity of message from top management andfrom, HR
Diversity of ideasEmployee mindset readiness for strategic transitionExtent to which employees are clear about their own goals
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HR information systems for control It is the composite of database, computer
applications, hard ware, soft ware, record,store, mange, deliver, present and
manipulate data for HR . It is built for implementing, monitoring and benchmarking HR process in the organization
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HR information systems for control 360* performance appraisal can be implemented
using and HRIS without incurring huge cost It selects employees for training or transferring
employees from one job to another job
It control the cost incurred on recruitment, selection, training and development
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SAP
Systems application and products (SAP), establishedin 1972, is one of the leading providers of businesssoftware solutions in the world. SAPs vision is todevelop standard application software for real timebusiness processing. SAP ERP human capitalmanagement helped companies like DuPont andNissan to streamline HR operations and reducerelated costs
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