HR Management- Test 1- Ch.1
Establishing and Administering Personnel Policies
-Organizations depend on their HR department to help establish and communicate policies related to: ~hiring ~discipline ~promotions ~benefits -All aspects of HRM require careful and discreet record keeping.
Acquiring and Managing
HR departments have responsibility for a variety of functions related to ________ and __________ employees.
HRM
Many ethical issues in the workplace involve
Resources
The concept of HRM implies that employees are _________ of the employer.
Employee Data and Information Systems
Responsibilities: -record keeping -HR information systems -workforce analytics HR Function?
Recruitment
The process through which the organization seeks applicants for potential employment.
Compensation and Benefits
Responsibilities: -wage and salary administration -incentive pay -insurance -vacation leave administration -retirement plans -profit sharing -stock plans HR Function?
Analysis and Design of Work
Responsibilities: -work analysis -job design -job description HR Function?
Recruitment and Selection
Responsibilities: -recruiting -job postings -interviewing -testing -coordinating use of temporary labor HR Function?
D. 1) Training; 2) Pay & Benefits
Which HR functions are primarily concerned with 1) ensuring employees are capable of doing their current job , 2) ensuring that employees are satisfied with their rewards? A. 1) Development; 2) Employee Relations B. 1) Training; 2) Legal Compliance C. 1) Selection; 2) Pay & Benefits D, 1) Training; 2) Pay & Benefits
C. Interpersonal skills
Which of the following qualities were in the top 5 as reported by employers? A. Technical skills B. Intelligence C. Interpersonal skills D. Computer skills
Behavior
________ of Human Capital: -motivation -effort
Organizational Performance
_________ _________: -quality -profitability -customer satisfaction
Supervisors
_________ typically have responsibilities related to all the HR functions.
Ensuring Compliance with Labor Laws
-Government requirements include: ~filing reports and displaying posters ~avoiding unlawful behavior -Managers depend on HR professionals to help them keep track of these requirements. -Lawsuits will continue to influence HRM practices concern job security.
Supervisors Involvement in HRM
-Help define jobs -Forecast HR needs -Provide training -Interview (and select) candidates -Appraise performance -Recommend pay increases and promotions -Communicate policies -Motivate, with support from pay, benefits, and other rewards
Planning Pay & Benefits
-How much salary, wages bonuses, commissions, and other performance -related pay to offer. -Which benefits to offer and how much of the cost will be shared by employees.
"people practices"
-Policies, practices, and systems that influence employees' behavior, attitudes, and performance. -HRM influences who works for the organization and how those people work.
Maintaining Positive Employee Relations
-Preparing and distributing: ~employee handbooks and policies ~company publications and newsletters -Dealing with and responding to communications from employees questions: ~about benefits and company policy, possible discrimination or harassment, safety hazards etc. -Collective bargaining and contract administration.
Administering Pay & Benefits
-Systems for keeping track of employees' earnings and benefits are needed. -Employees need information about their benefits plan. -Extensive record keeping and reporting is needed.
Supporting the Organization's Strategy
-The organization may turn to its HR department for help in managing the change process. -Skilled HR professionals can apply knowledge of human behavior, along with performance management tools, to help the organization manage change constructively.
Credible Activist
-delivers results with integrity -shares information -builds trusting relationships -influences others, providing candid observation, taking appropriate risks
Talent Manager/Organizational Designer
-develops talent -designs reward systems -shapes the organization
Cultural Steward
-facilitates change -develops and values the culture -helps employees navigate the culture (find meaning in their work, manage work/life balance, encourage innovation)
Operational Executor
-implements workplace policies -advances HR technology -administers day-to-day work of managing people
Strategic Architect
-recognizes business trends and their impact on the business -applies evidence-based HR -develops people strategies that contribute to the business strategy
Business Ally
-understands how the business makes money -understands language of business
Standards for Identifying Ethical Practices
1. HRM practices must result in the greatest good for the largest number of people. 2. Employment practices must respect basic human rights of privacy, due process, consent, and free speech. 3. Managers must treat employees and customers equitably and fairly.
1. In their relationships with customers, vendors, and clients, ethical companies emphasize mutual benefits. 2. Employees assume responsibility for the actions of the company. 3. The company has a sense of purpose or vision that employees value and use in their day-to-day work. 4. They emphasize fairness.
4 Ethical Principles
1. Free consent 2. Privacy 3. Freedom of conscience 4. Freedom of speech 5. Due process
5 Employee Rights
1. Credible Activist 2. Cultural Steward 3. Talent Manager/Organizational Designer 4. Strategic Architect 5. Business Ally 6. Operational Executor
6 Skills of HRM Professionals
1. Analysis and design of work 2. HR Planning 3. Recruiting 4. Selection 5. Training and Development 6. Compensation 7. Performance Management 8. Employee Relations
8 Strategic HRM Practices
Corporate Social Responsibility
A company's commitment to meeting the needs of its stakeholders.
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development
Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
Sustainable Competitive Advantage
An organization can succeed if it has ___________ __________ ___________ -necessary qualities to help give organizations this advantage: ~HR are valuable, ~cannot be imitated, ~have no good substitutes ~with needed skills and knowledge are sometimes rare.
High-Performance Work System
An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.
Recruiting, Training, or Compensation
Careers in HRM may involve specialized work in fields such as __________, ____________, or ____________
Evidence-based HR
Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders.
1. satisfied 2. innovative 3. productivity 4. reputation
Companies with effective HRM have employees and customers tend to be more ___________. as well as to be more ___________, have greater __________, and develop a more favorable __________.
1.language of business 2. line managers/ executives 3. strategic partners
HR professionals also need to understand the _________ ___ ___________, be a credible with _______ ________ and __________, be _________ _________
Sound Ethical Principles
HR professionals should make decisions consistent with ________ _________ ________.
1. communicating 2. negotiating 3. team development
HRM requires human relations skills, including skill in (3 things):
A. Only HR departments
In an organization, who should be concerned with human resource management? A. Only HR departments B. Only Managers C. Managers and HR departments
Top 5 Qualities Employers Seek
NOTES: 1. Interpersonal skills 2. Work ethic 3. Initiative/Flexibility 4. Honesty/Loyalty 5. Strong Communication Skills (verbal and written BOOK: 1. Teamwork skills 2. Verbal Communication skills 3. Decision making/Problem solving 4. Gathering/Processing information 5. Planning/Prioritizing tasks
1. HRM 2. Managing Human Resources
Non-HR managers must be familiar with the basics of ______ and their own role with regard to __________ ________ __________
Job Design
Process of defining the way work will be performed and the tasks that a given job requires.
Job Analysis
Process of getting detailed information about jobs.
Employee Relations
Responsibilities: -attitude surveys -labor relations -employee handbooks -company publications -labor law compliance -relocation and outplacement services HR Function?
Support for Strategy
Responsibilities: -human resource planning and forecasting -talent management -change management HR Function?
Training and Development
Responsibilities: -orientation -skills training -career development programs Function?
Performance Management
Responsibilities: -performance measures -preparation and administration of performance appraisals -discipline HR Function?
Compliance with Laws
Responsibilities: -policies to ensure lawful behavior -reporting -posting information -safety inspections -accessibility accommodations HR Function?
Personnel Policies
Responsibilities: -policy creation -policy communication HR Function?
Stakeholders
The parties with an interest in the company's success (typically, shareholders, the community, customers, and employees).
Human Resource Management
The policies, practices, and systems that influence employees': -behavior -attitudes -performance
Selection
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Performance Management
The process of ensuring that employees' activities and outputs match the organization's goals.
Human Capital
an organization's employees described in terms of their: training experience judgment intelligence relationships insight
Ethics
fundamental principles of right and wrong. Ethical behavior is behavior that is consistent with those principles.
HR planning
identifying the numbers and types of employees the organization will require to meet its objectives.
HR department
may be responsible for developing or obtaining questionnaires and other devices for measuring performance.
