Labor Relations HW 1
mimo_doll
review.summary.chapter.3.strategic.hr_.management.pptHealthcare
Human Resource
Management
Flynn Mathis Jackson Langan
Strategic HR Management
Chapter 3
PowerPoint Presentation by
Tonya L. Elliott, PHR
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Learning Objectives
After you have read this chapter, you should be able to:
Describe why a strategic view of HR is important
Discuss HR as an organizational core competency
Explain how HR planning contributes to the attainment of organizational strategies and objectives
Define HR planning in healthcare organizations
Identify three HR management challenges found in healthcare organizations
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Strategic HR Management
Strategic HR management uses employees to help an organization gain or keep a competitive advantage against its competitors.
A core competency is a unique capability in the organization that creates high value and differentiates the organization from its competitors.
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HR – A Core Competency
People become a core competency
through HR activities:
- Attracting & Retaining
-- Employees with unique professional and technical capabilities
- Training & Development
-- Employees with the most up-to-date skills
- Compensation Plans
-- Providing competitive compensation plans to retain talent
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The Importance of Organizational Culture
Organizational culture
-- the shared values and beliefs of a workforce
Company Organizational Organizational
Strategies Culture Success
Company Organizational Organizational
Strategies Culture Failure
Mismatched culture/strategy can create barriers to the use of individual capabilities.
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HR Strategic Planning
HR strategic planning…
The process of analyzing and identifying the need for and availability of human resources in order to accomplish the organizational objectives.
HR strategies…
The means used to aid the organization in managing the supply and demand for employees.
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Environmental scanning…
The process of studying the environment of the organization to pinpoint opportunities and threats.
Scanning the External Environment
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Workforce Composition and Work Patterns
Changes in workforce composition
Flexible work schedules and locations
Office nomads – work part-time in office, part time at home
Telecommuting – working via electronic computing & telecommunications
Virtual offices – and office that is movable (wherever they are)
Less employee supervision
Environmental Scanning: Supply of Labor
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Geographic and Competitive Concerns
- population fluctuation
- other employers and competitors in the area
- employee resistance to relocation
Economic Conditions
- recession & booms
- affects worker availability
- affects staffing and compensation decisions
Government Influences
- expanding and bewildering HR laws
- safety, confidentiality, and funding regulations
Environmental Scanning: Supply of Labor (cont’d)
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A study of:
- The jobs that need to be done
- The skills of people currently available to do them
Compare the needs of the organization
against the labor supply available.
Human Resource Information Systems (HRIS)
-- an integrated system designed to provide information used in HR decision making
Internal Assessment
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Data gathered from
External environmental scanning + Internal Assessment
Forecasting
Short-range
Intermediate
Long range
Forecast HR supply & demand
(in light of organizational objectives & strategies)
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Estimates
- “How many people will you need next year?”
Rules of Thumb
- General guidelines applied to a specific situation in the organization
Delphi Technique
- Expert opinions through rounds of anonymous questionnaires resulting in ultimate agreement
Nominal Group Technique
- Experts meet face to face and opinions are compiled in a report
Statistical Regression Analysis
- Statistical comparison of past relationships among various factors
Forecasting Methods
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Successful HR Planning
Strategic Alignment
- HR plans and programs aligned with organizational strategies and objectives
Purposeful & Measurable
- No ambiguity in purpose & ability to track progress
Clearly Stated
- Well documented, thoroughly discussed, & updated annually
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HR Strategic Planning Process
Figure 3-2
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Inputs to the Healthcare HR Strategic Plan
Figure 3-5
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American Hospital Association (AHA)’s 7 strategic HR implications:
Healthcare is fundamentally about people caring for people
Women have greater options
Healthcare leaders must view their human resources as a strategic asset
Preferred work arrangements require broader perspective on employee relations to build loyalty and sense of stability
Education needs of healthcare workers are a critical issue
New technologies should allow for focus on care giving & support
Workforce will only expand if hospitals can recruit from the general economy
Healthcare Trends & HR Planning
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Workforce Availability and Quality
- Inadequate supply of workers with needed skills
- Tight labor markets (low unemployment rates)
- Shortage of healthcare workers
- Use of contingent workers increasing
temporary employees
independent contractors
leased employees
part-time employees
Healthcare HR Management Challenges
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Economic and
Technological Change
Shift from manufacturing
and agriculture to service
industries and
telecommunications
Some industries reducing # of employees
Some industries attract & retain greater # of employees
Need employees with different capabilities than before
Healthcare HR Management Challenges (cont’d)
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Occupational Shifts
Figure 3-6
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Diversity
- More women in the workplace
- Aging of the workforce
- Employing individuals with disabilities (ADA)
- Employing individuals with differing sexual orientation
- Balancing work and family
Healthcare HR Management Challenges (cont’d)
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Organizational Restructuring
Response to lower revenues & higher cost pressures:
Eliminating layers of managers
Closing facilities
Merging with other organizations
Out-placing workers
Healthcare HR Management Challenges (cont’d)
Result
Redesigned jobs & affected employees
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Organizational Productivity in Healthcare
Productivity is a measure of the quantity and quality of work done, considering the cost of the resources it took to do the work
Organizational input vs. Organizational output
Measure by: total cost of people per unit of output
Healthcare HR Management Challenges (cont’d)
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Organizational Productivity Improvement Approaches
- Outsourcing
- Making workers more efficient with capital equipment
- Replacing workers with equipment and technology
- Helping workers work better
- Redesigning the work
Healthcare HR Management Challenges (cont’d)
