Chapter 1 HRM
job maturity
Ability to do the job according to acceptable standards. How well does the person know his/her job? Has he/she been trained in how to perform at an acceptable level? Has the individual done the job at an acceptable level in the past?
personal maturity
Considers the willingness to do the job at an acceptable performance level. What is the person's willingness to take responsibility? What is their interest and motivation? How self-confident is he/she? Does the person stay with a job until it is finished? Do they have initiative and use it? Can this person prioritize work?
Corey Watson, 8, 5, program, administrative, annual, train, develop, human, legislation
Guess the Professional Profile: -Associate Director of the campus outdoor adventure center at local university -held position for _____ years and was a trip leader for NOLS for _____ years -Middle Management position where this person must know everything that is going on in the ______ area, yet assist with ______ duties such as budgeting, _____ reports and long-range planning -Believes the most important part role of being a successful supervisor is to _____ and _____ employees and conduct regular performance and evaluations with them -important: ______ skills: this will help with motivating employees- knowing them well enough to know what will motivate them to work to the best of their ability -This person has a disability (right amputated leg from motorcycle accident) therefore stresses the importance of knowledge of ______ being aware of laws that help these people
Ellen Slater
Guess the Professional Profile: -Youth Program Leader for the Boys and Girls Club of America (was once a kid involved in this program in St. Louis) -only works part-time and considered auxiliary staff
diverse, government, organization, technology, managerial
Several challenges today's HR managers currently face: 1. increasingly _____ workforce 2. changes in ______ regulations 3. _______ structures 4. _______ 5. _______ approaches
separated
Supervisors with a ______ style frequently delegate and usually in broad, general terms. They are often seen as being fair and objective about people and events; they rarely become emotionally involved. They enjoy monitoring goals, output, or activities of others. They tend to spend little time developing people or pushing for output. They spend most of their time keeping informed and analyzing data.
integrated
Supervisors with an _______ style try to structure work and involve others in the cooperative achievements of goals. They tend to involve others in decision-making and influence performance by stressing accountability, performance, and discussion then providing feedback on results. They usually set high standards for performance and production and explain to the group what they are doing. These supervisors believe conflict can be resolved through open discussion. Supervisors using this style are seen by their work group as being personally interested in its members and their development.
relationship-centered, integrated, separated, task-centered
The 4 Supervisory Styles of Management
planning, recruitment, selection, development, safety, labor, research
The Society for Human Resource Management has identified six major functions of human resource management: 1. Human resource _____, ______ and ______. 2. human resource _________ 3. ________ and ________ 4. _____ and health 5. employee and _____ relations 6. human resource _______
experience, education, exam
The general requirements for HR certification 1. specific _______ 2. specific _______ 3. passing an ______
view, others, work, indecisiveness, initiative, responsibility, integrity
Traits Most Often Causing Failure For the Manager Having a limited point of ______ Not being able to understand _____ Not being able to _____ with others _______ Lacking ______ Not assuming _______ Lacking ______
reengineering
a fundamental re-thinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service and speed. In essence, _______ usually results in sweeping changes in management and organizational structures.
HR scorecard
a measurement and control system that uses a mix of quantitative and qualitative measures to evaluate performance
metrics
any set of quantitative measures used to assess workforce performance (examples of _____ that HR might use include such things as analysis of the cost per hire, average length of time to fill a position, training cost per employee, turnover cost per employee and new-hire performance by recruiting strategy).
information
data that have been interpreted and that meet a need of one or more managers
human resource generalist
devotes a majority of his or her working time to human resource issues, but does not specialize in any specific areas of human resource management. (usually used in medium-size and even some large organizations)
Human Resource Management
encompasses those activities designed to provide for and coordinate the human resources of an organization. Also a modern term for what has traditionally been referred to as personnel administration or personnel mangement.
empowerment
form of decentralization that involves giving subordinates substantial authority to make decisions
separated
high job & high personal maturity =
relationship-centered
high job & lower personal maturity=
integrated
high personal & lower job maturity=
human resource specialists
in addition to one or more human resource generalists, a department is normally staffed by one or more ____ _____ ______ who are trained in one or more specific areas of human resource management.
self-managed work teams
in organizations using these teams, groups of employees do not report to a single manager, rather groups of peers are responsible for a particular area or task
downsizing
laying off large numbers of managerial and other employees
task-centered
low job & low personal maturity=
cultures, age groups
organizations must successfully integrate different ______ and ____ _____
operating manager
person who manages people directly involved with the production of an organization's products or services (in small organizations, most human resources functions are performed by the owner or this ____ _____)
data
raw material from which information is developed; composed of facts that describe people, places, things, or events and that have not been interpreted
Human resource functions
refer to those tasks and duties performed in both large and small organizations to provide for an coordinate human resources
training, factionalism
several potential challenges and contributions that an increasingly diverse workforce presents: 1. communication 2. more ________ 3. potentially higher _______ on the positive side, increased diversity will contribute to an organizational culture that is more tolerant of different views, which may lead to better decisions.
outsourcing
subcontracting work to an outside company that specializes in that particular type of work
talent management
the broad spectrum of HR activities involved in obtaining and managing the organization's human resources. this includes everything from crafting a job advertisement to tracking an employee's progress up the career ladder to separation of the employee from the organization.
rightsizing
the continuous and proactive assessment of mission-critical work and its staffing requirements. _____ differs from downsizing in that it is an ongoing planning process to determine the optimal number of employees in every area of the organization
operating, specific, advice, coordination
the primary function of the HR department is to provide support to _______ managers of all HR matters. In general terms, the HR department provides three types of assistance: 1. ______ services 2. _______ 3. __________
communication
transfer of information that is meaningful to those involved
electronic human resources (e-HR)
using internet technology for conducting human resource functions and transactions is referred to as_____ ____ ____
human resource management systems
web-based human resource systems that allow employees to complete many HR-related tasks online are called _______ _______ _______ ______ _______ these self-service systems have the advantages of employee convenience, immediate response, increased accuracy, and reduced costs
telecommuting
working at home by using an electronic linkup with a central office
Richard Pettibone, results, task-centered, relationship-centered,
Guess the Professional Profile: -one of the most successful CEOs and businessmen in the world -effective supervisors achieve ______ and that is your prime responsibility -______-______ involvement: involves organizing and defining the roles of group members by explaining what task each is to do as well as when and how they are to be done -______-_______ involvement: involves the development of personal relationships between group members, welding the group into a cohesive team and providing support, recognition and reinforcement to the group and it's members (goes on to talk about the 4 supervisory styles along with maturity)
Julie Peterson
Guess the Professional Profile: -owner and CEO of Event Planning Company (BIG Events Planning Co.) responsible for directing the operation system for the entire company -recommends having conceptual skills, the ability to visualize something in its entirety (this helps supervisor make wise decisions knowing whether or not it may affect another area of the business) -recommends knowing all HR hiring laws
Andrea Rodwell, entry-level, distribute, monitor, control
Guess the Professional Profile: -sports coordinator for community recreation & park department -recently graduated and landed the job within 4 months of graduation -salaried position and considered an ______-_______mangement position by the city -supervising/managing part-time and seasonal employees like sports officials, overseeing facility reservations, maintenance of the sports facilities, supervision of the programs and activities and finally publicity and recognition of all sport programs sponsored by the city **focuses on 2 aspects** 1. Assign and ____ the work that this person and their employees need to do to ensure everyone has a fair load and is busy and no one is overwhelmed 2. ______ and ______ the performance of this persons staff (be proactive, go out and ensure all of the work of the staff is quality work and everything is being done good).
peer group, cultural, management, employee, data, behaviroal
Guidelines for communicating HR programs 1. avoid communicating in _____ _____ or "privileged-class" language 2. don't ignore the ______ and global aspects of communication 3. back up communications with ______ action 4. periodically reinforce _______ communications 5. transmit information and not just ______ 6. don't ignore the perceptual and ______ aspects of communications
overtime, absenteeism, turnovers, monitoring, safety, training, hiring
HR Managers affect organizational performance by helping with: 1. unnecessary ______ expenses by increasing productivity 2.instituting programs to reduce ______ 3. eliminating wasted time through sound job design 4. minimizing employee ______ and unemployment costs by practicing sound HR and creating a work atmosphere that promotes job satisfaction 5. installing and _______ effective _____ and health programs 6. properly ______ and developing employees 7. ______ costly material waste by eliminating bad work habits and attitudes 8. ______ the best people available 9. maintaining competitive pay practices and benefit programs 10. encouraging employees 11. installing HR information systems to streamline many HR functions
relationship-centered
Identify with their work group and strive for a helpful and secure work atmosphere. They use ______ and recognition to influence others-preferring to not use authority. They look for good points in people. They prefer participative decision-making. Since ______-______ supervisors see their job as primarily supporting and encouraging others, they spend considerable time talking and usually are good sympathetic listeners. They present a trusting and positive attitude. They favor pleasant working conditions where personal freedom and self-expression are encouraged.
Human Resource certification
_____ _____ _____ is a "career-long commitment that shows your peers, your employees, and your organization that you have mastered the principles of human resources and that you are dedicated to staying current in your profession"
task-centered
_____-______ supervisors tend to structure and direct the work of their group. They also tend to define and solve problems on their own. They usually operate from the position that they know best how to get things done. They tend to treat group members as individuals and make each one accountable for a specific set of responsibilities. Supervisors using this style often influence others through dedication to hard work. Through competence, personal example, or careful use of power they can effectively maintain output.
