HR Management 3070 Exam 2 Review

Dysfunctional Managers

- A manager who is otherwise competent may engage in some behaviors that make him or her ineffective or even "toxic" - someone who stifles ideas and drives away employees - Six dysfunctional behaviors include: insensitivity to others inability to be a team player arrogance poor conflict management skills inability to meet business objectives inability to adapt to change When a manager is an otherwise valuable employee and is willing to improve, the organization may try to help him or her change the dysfunctional behavior: Assessment Training Counseling

Assessment

- Collecting information and providing feedback to employees about their behavior, communication style, or skills. - Information for assessment may come from the employees, their peers, managers, and customers (360 degree assessment).

Measuring HRM Effectiveness

- Customer-oriented approach to HRM - HRM audit - Analyzing the effect of HRM programs

Guidelines to make the performance management system support organizational goals

- Define and measure performance in precise terms - Link performance measures to meeting customer needs. - Measure and correct for the effect of situational constraints.

HRM Practices That Can Help Organizations Achieve High Performance

- Discipline system is progressive - Pay systems reward skills and accomplishments - skills and values of a diverse workforce are valued and used - technology reduces time and costs of tasks while preserving quality - organization monitors employees' satisfaction - performance management system measures customer satisfaction and quality - HRM practices match organization's goals - Individuals and groups share knowledge - Work is performed by teams - Organization encourages continuous learning - Work design permits flexibility in where and when tasks are performed - Selection system is job related and legal

Principles of Learning

- Employees are most likely to learn when training is linked to their current job experiences and tasks -- most effective training - Employees need a chance to demonstrate and practice what they have learned. - Trainees need to understand whether or not they are succeeding. - Well-designed training helps people remember content. - Written materials should have an appropriate reading level.

Forecasting steps

- Forecast labor demand - Determine labor supply - Determine labor surplus or shortage

Evaluation Methods: Training Outcomes

- Information such as facts, techniques, and procedures that trainees can recall after training. - Skills that trainees can demonstrate in tests or on the job. - Trainee and supervisor satisfaction with training program. - Changes in attitude related to training content. - Improvements in individual, group, or company performance

Characteristics of On-the-Job Training (OJT)

- Issue a policy statement describing purpose of OJT emphasizing organization's support for it. - Specify who is accountable for conducting OJT and should review OJT practices at similar companies. - Train managers and peers in OJT principles. - Provide employees access to lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms. - Assess employee's level of basic skills, before conducting OJT with an employee.

Applications of Training

- Orientation of New Employees - Diversity Training (training is important for you for: job security and promotability)

Categories of Training Methods

- Presentation methods: trainees receive information provided by others - Hands-on methods: trainees are actively involved in trying out skills - Group-building methods - trainees share ideas and experiences, learn about interpersonal relationships and the group

Myers-Briggs Type Indicator (MBTI)

- Psychological test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing information for team building and leadership development. - Most popular test for employee development. Assessment consists of 100 + questions about how the person feels or prefers to behave in different situations.

Measures of Success for an HRM Audit

- Staffing - Compensation - Benefits - Training - Employee appraisal and development - Overall effectiveness

Ten Conditions that Contribute to High Performance

- Teams perform work. - Employees participate in selection. - Employees receive formal performance feedback and are involved in performance improvement process. - Ongoing training is emphasized and rewarded. - Employees' rewards and compensation relate to company's financial performance. - Equipment, work processes and technology encourage maximum flexibility and interaction among employees - Employees participate in planning changes in equipment, layout, and work methods. - Work design allows employees to use variety of skills. - Employees understand how their jobs contribute to finished product or service. - Ethical behavior is encouraged

Simulations

- Training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would occur on the job. Uses: Virtual Reality Pilot Training

Characteristics of Effective Diversity Training Programs

- Training should be tied to business objectives - Top management involvement and support, and involvement of managers at all levels are important. - The program should be: -emphasize learning behaviors and skills, not blaming employees. -be well structured -deliver rewards for performance -measure the success of the training

Protean career

- a career that frequently changes based on changes in the person's interests, abilities, and values and in the work environment. - To remain marketable, employees must continually develop new skills.

Readiness for training

- a combination of employee characteristics and positive work environment that permit training. - Necessary employee characteristics: Ability to learn subject matter Favorable attitudes toward training Motivation to learn - A positive work environment encourages learning and avoids interfering with training, characterized by situational constraints and social support

Learning Management System (LMS)

- a computer application that automates the administration, development, and delivery of training programs - LMS is used to carry out instructional design process more efficiently and effectively - can be linked to training needs, training outcomes, and associated rewards

Adventure learning

- a teamwork and leadership training program based on use of challenging, structured outdoor activities - One of the most important features of organizations today is teamwork. Experiential programs include team-building exercises like wall climbing and rafting to help build trust and cooperation among employees

Learning organization

- an organization that supports lifelong learning by enabling all employees to acquire and share knowledge. - Employees have resources for training, and they are encouraged to share their knowledge with colleagues. - Managers take an active role in identifying training needs and encouraging the sharing of ideas.

Stages of Instructional Design

- assess needs for training - ensure readiness for training - plan training program (objectives, trainers, methods) - Implement training program (principles of learning, transfer of training) - Evaluate results of training

Employee development

- combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. - Development is about preparing for change in new jobs, responsibilities, or requirements. **do not confuse with training. training is CURRENT JOB, development is for FUTURE job opportunities

Job experience

- combination of tasks, relationships, problems, demands and other features of an employee's jobs. - Most employee development occurs through job experiences - Key job experience events include: Job assignments Interpersonal relationships Types of transitions - Through these experiences, managers learn how to handle common challenges, and prove themselves

Workforce Utilization Review (Apply HR Planning to Affirmative Action)

- comparison of employees in protected groups with proportion that each group represents in relevant labor market. - Steps in a workforce utilization review are identical to steps in HR planning process Organization must assess current utilization patterns, then forecast how they are likely to change in near future. If analysis forecast underutilization of certain groups, then goals and a plan will be established.

Options for Reducing a Surplus

- downsizing (quick, but high human suffrage result -- last resort) - pay or hour reductions (quick, pay high human price) - demotions (quick, pay high human price) - transfers (good way to reduce) - work sharing (good way to reduce) - hiring freeze (good way) - natural attrition (low impact, but slow) - early retirement (brain drain - lose good people, low impact) - retraining (takes time/slow process)

Process of HR Planning consists of three stages...

- forecasting, goal setting and strategic planning, and program implementation and evaluation. - goes back to forecasts of labor supply and demand

Communities of practice

- groups of employees work together, learn from each other, and develop a common understanding of how to get work accomplished. It also may assign experienced employees to act as mentors who provide advice and support to trainees.

E-learning

- involves receiving training via Internet or Intranet. - uses electronic networks for delivering and sharing information, offers tools, links and information for helping trainees improve performance. - Mobile technology is useful for employees who travel and need to be in touch with the office. - iPods and tablet computers also give employees the ability to listen to and participate in training programs at their own leisure.

Organization Analysis

- needs assessment - process for determining appropriateness of training by evaluating characteristics of the organization - looks at training needs in light of: the organization's strategy resources available for training Management's support for training

Transfer of training

- on-the-job use of knowledge, skills, and behaviors learned in training

Options for Avoiding a Shortage

- overtime (works fine at first, then point of diminishing return) - temporary employees (sometimes takes too much training time) - outsourcing (lose control of quality of work) - retrained transfers - turnover reductions - new external hires (may result in surplus later on) - technological (slow way to overcome shortage)

Electronic Performance Support Systems (EPSS)

- provide access to skills training, information, and expert advice when a problem occurs on the job. - As employees need to learn new skills, they can use EPSS to access needed information and detailed instructions.

Four Objectives of Downsizing

- reduce costs - replace labor with technology (ex: textile industry) - mergers and acquistions - move to more economical location (ex: offshore)

High-Performance Work Systems

- right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals. Each of these elements must fit well with the others in a smoothly functioning whole. In a high-performance work system, all the elements - people, technology, and organizational structure - work together for success

Purpose of setting specific numerical goals...

- to focus attention on the problem and provide a basis for measuring the organization's success in addressing labor shortages and surpluses. - Goals should come directly from analysis of supply and demand. - For each goal, organization must choose one or more HR strategies. - Organizations should retain and attract employees who provide a core competency (what makes it better than competitors)

Measures of Training Success

- trainee satisfaction - transfer of training - new skills, knowledge - performance improvements - return on investment

Orientation

- training designed to prepare employees to: perform their jobs effectively, learn about their organization, and establish work relationships - Objective is to familiarize new employees with the organization's rules, policies, and procedures

Needs Assessment

- what kind of training do you need? Answers 3 questions.. Organization - what is the context in which training will occur? Person - Who needs training? Task - What subjects should training cover?

Benchmarks

A measurement tool that gathers ratings of a manager's use of skills associated with success in managing.

core competency

A set of knowledge and skills that make the organization superior to competitors and create value for customers.

Assessment Centers

An assessment process in which multiple raters or evaluators (assessors) evaluate employees' performance on a number of exercises, usually as they work in a group at an offsite location.

Forecasting

Attempts to determine supply and demand for various types of HR to predict areas within the organization where there will be labor shortages or surpluses.

Determine Labor Surplus or Shortage

Based on forecasts for labor demand and supply, planner can compare figures to determine whether there will be a shortage or surplus of labor for each job category. Determining expected shortages and surpluses allows the organization to plan how to address these challenges

Goal Setting

Based on information from self-assessment and reality check, employee sets short- and long-term career objectives. Desired positions Level of skill to apply Work setting Skill acquisition

Glass Ceiling

Circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organizations

Transaction Processing

Computations and calculations used to review and document HRM decisions and practices, including documenting employee relocation, payroll expenses, and training course enrollments

Expert Systems

Computer systems incorporating decision rules of people deemed to have expertise in a certain area

Trend Analysis

Constructing and applying statistical models that predict labor demand for next year, given relatively objective statistics from previous year.

5 Key Features of Learning Organizations

Continuous learning Knowledge is shared Critical, systematic thinking Learning culture Employees are valued

Steps and Responsibilities in the Career Management Process

Data Gathering: Self-Assessment Feedback Goal setting Action planning and follow-up

Performance Management

Each aspect of performance management should be related to the organization's goals. Business goals should influence the: - kinds of employees selected and their training - requirements of each job - measures used for evaluating results The organization: - identifies what each department must do to achieve the desired results - defines how individual employees should contribute to their department's goals

Action Planning & Follow-Up

Employees prepare an action plan for how they will achieve their short- and long-term career goals. Any one or a combination of development methods may be used, depending on development need and career objectives

Development-Related Challenges

Glass Ceiling Succession Planning

Analyzing the Effect of HRM Programs

HR should be able to improve their performance through some combination of greater efficiency and greater effectiveness. Greater efficiency -HR uses fewer and less-costly resources to perform its functions. Greater effectiveness -what HR does has a more beneficial effect on employees and the organization's performance. HR analytics - process that measures HRM efficiency and effectiveness and a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense

Process for Developing A Succession Plan

Identify positions to plan for Identify employees to include Define job requirements Measure employee potential Review and plan to meet development needs Link succession planning with other HR Systems Provide Feedback to Employees Measure the plan's Effectiveness

HRM Online: E-HRM

Improving HRM effectiveness through online technology. Speed requirements of business force HRM to leverage technology for delivery of HRM activities. With Internet, E-HRM enables all employees help themselves to HR information whenever needed. E-HRM uses social media applications. Cloud computing enables access to information that's delivered on demand from any device 24/7

Feedback

Information employers give employees about their skills and knowledge and where these assets fit into the organization's plans

Four Approaches to Employee Development

Interpersonal Relationships Formal Education Job Experiences Assessment

Leading Indicators

Objective measures that accurately predict future labor demand

5 Elements of a High-Performance Work System

Organizational structure Task Design People Reward systems Information systems

Ethics

Organizational systems should promote ethical behavior, including: - a written code of ethics - performance measures that include ethical standards - swift discipline for misdeeds - channels for employees to seek help - training in ethical decision making

Experiential programs

Participants learn concepts and apply them by simulating behaviors involved and analyzing the activity and connecting it with real-life situations

Passion and Occupational Intimacy

Passionate people are fully engaged with something so that it becomes part of their sense of who they are. Feeling this way about one's work has been called occupational intimacy***. HR has a significant role in creating these conditions

Planning the Training Program

Planning begins with establishing objectives for the training program. Based on those objectives, planner decides: Who will provide the training? What topics the training will cover? What training methods to use? How to evaluate the training?

Succession Planning

Process of identifying and tracking high-potential employees who will be able to fill top management positions.

Enlargement of Current Job

Promotion Transfer Downward move Job rotation or even -- Temporary assignment to another organization

Skills Related to Success as a Manager...

Resourcefulness Doing whatever it takes Being a quick study Building and mending relationships Leading subordinates Compassion and sensitivity Straightforwardness and composure Setting a developmental climate Confronting problem subordinates Team orientation Balance between personal life and work Decisiveness Self-awareness Hiring talented staff Putting people at ease Acting with flexibility

Relational Databases

Stores data in separate files that can be linked by common elements identifying the type of data to sort by fields

Decision Support Systems

Systems designed to help managers solve problems that usually include a "what if" feature.

Formal Education

These may include: Workshops Short courses Lectures Simulations Business games Experiential programs Many companies operate training and development centers.

Characteristics of Effective Training Objectives

Training objectives include a statement of: -Expectations -Quality or level of acceptable performance -Conditions under which the employee is to apply what he or she learned. -Measurable performance standards. -Resources needed to carry out desired performance or outcome.

HRM New Technologies

Transaction processing Decision Support Systems Expert Systems Relational Databases

Data Gathering:Self Assessment

Use of information by employees to determine career interests, values, aptitudes, behavioral tendencies, and development needs. MBTI Self-Directed Search

Implement and Evaluate HR Plan

When implementing the HR strategy, organizations must hold individuals accountable for achieving goals. They must also have authority and resources needed to accomplish those goals. Regular progress reports should be issued. Evaluation of results should look at tactual numbers and identify which parts of planning process contributed to success or failure

Customer-Oriented Perspective of HRM

Who are our customers? - Line managers - Strategic planners - Employees What do our customers need? - Committed employees - Competent employees How do we meet customer needs? - Qualified staffing - Performance management - Rewards - Training and development

Learning culture

a culture in which learning is rewarded, promoted, and supported by managers and organizational objectives

360-degree feedback

can be used for development purposes: Raters identify an area of behavior as a strength of the employee or an area requiring further development. Results presented to employee show how rating on each item and how self-evaluations differ from other raters' evaluations. Individual reviews results, seeks clarification from raters, and sets specific development goals based on strengths and weaknesses identified.

Performance appraisals

can be useful for employee development under certain conditions: Appraisal system must tell employees specifically about their performance problems and ways to improve their performance. (a path to success) Employees must gain a clear understanding of differences between current and expected performance. Appraisal process must identify causes of performance discrepancy and develop plans for improving performance.

Outsourcing

contracting with another organization to perform a broad set of services. **Problem - lose control of the quality of the product; it's in control of the outsourced company

Employee engagement

degree to which employees are fully involved in their work and the strength of their commitment to their job and company. - 3 in 10 US employees describe themselves as engaged - give the employees the training and tools that they need, leave them alone (give them autonomy), and hold them accountable********

Case studies

detailed descriptions of a situation that trainees study and discuss

Task design

determines how details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities

Continuous learning

each employee's and each group's ongoing efforts to gather information and apply the information to their decisions

Interpersonal relationships

employees can also develop skills and increase their knowledge about the organization and its customers by interacting with a more experienced member: Mentoring Coaching

Information systems

enables sharing information widely

Reward systems

encourages people to strive for objectives that support organization's overall goals

Outcomes of a High-Performance Work System

higher productivity and efficiency that contribute to higher profits high product quality great customer satisfaction low employee turnover

The most widespread methods for eliminating a labor shortage are...

hiring temporary and contract workers and outsourcing work

Critical, systematic thinking

is widespread and occurs when employees are encouraged to see relationships among ideas and think in new ways

Person Analysis

needs assessment - process of determining individuals' needs and readiness for training by answering three questions: 1 Do performance deficiencies result from lack of knowledge, skill, or ability? 2. 3.

Task Analysis

needs assessment - process of identifying and analyzing tasks to be trained. To carry out task analysis: job's equipment

Knowledge is shared

one challenge is to shift the focus of training away from teaching skills and toward a broader focus on generating and sharing knowledge.

Brand alignment

process of ensuring that HR policies, practices, and programs support or are congruent with an organization's overall culture or brand, including its products and services.

HR analytics

process that measures HRM efficiency and effectiveness and a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense

Business games

require trainees to gather and analyze information and make decisions that influence the outcome

As the average age of many workers in skilled trades grows...

the coming demand for workers in many trades is expected to outstrip supply in the United States. There is a potential for employers in some areas to experience a labor shortage because of this. Companies are having to invent technology or other ways (training workers at technical schools) to compensate for these shortages.

Employees are valued

the organization recognizes that employees are the source of its knowledge. It therefore focuses on ensuring the development and well-being of each employee

Organizational structure

way organization groups its people into useful divisions, departments, and reporting relationships.

People

well suited and well prepared for their jobs