MGMT 383 Exam 1 ~Ole Miss~

Unit Labor Cost

A measure of HR productivity computed by dividing the average cost of workers by their average levels of output

HR Management Roles:

Administrative Operational and Employee Advocate Strategic

Legal Question

Does the behavior or result meet all applicable laws, regulations, and government codes?

Business Ethics

Ethical vs. Legal; things can be legal but not ethical. Ex. Bribes Speeding is illegal Taking time over the alotted time given for a lunch break is unethical

Smaller Organizations and HR Management ISSUES

Shortage of Qualified Workers, Increasing Costs of Benefits, Rising Taxes, Gov't Regulation Compliance

Physical Assets

Tangible things...Ex. Chairs, Desks, etc.

CPA

accountants certification

Managers recruiting Responsibilites

anticipates needs for employees to fill vacancies, including cabalities needed of applicants. Relate with existing employees on possible applicant referrals. Assist in recruiting efforts with info about job requirements. Review success/failure of recruiting activities

Human Resource (HR) Management

designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.

Administrative

focusing on clerical administration and record-keeping, including essential legal paperwork and policy implementation. Ex. Taxes, figuring out employee addressed (where to send the paychecks)

human assets

"glue" that holds all the other assets, such as financial and physical ones, together and guides their use to better achieve results

HR Functions

1) Strategic HR Management 2) Equal Employment Opportunity 3) Staffing 4) Talent Management 5) Total Rewards 6) Risk Management & Worker Protection 7) Employee & Labor Relations

Ethical Behavior and Organizational Culture

4 Elements of Ethics Program: -Written code of ethics and standards of conduct -Training on ethical behavior for all executives, managers and employees -advice to employees on ethical situations they face, often made by HR -Systems for confidential reporting of ethical misconduct or questionable behavior.

Expatriate

A citizen who is working in a second country and employed by an organization headquarteredin the first country

Productivity

A measure of the quantity and quality of work done, considering the cost of the resources used.

HR Specialist

A person who has in-depth knowledge and expertise in a limited area of HR

HR Generalist

A person who has responsibility for performing a variety of HR activities

HRMS on Internet

Ability to access things electronically via: Bulletin Boards, Data Access, Employee Self-Service, Extended Linkage

Purposes of HRMS Data Collection

Administrative and operational efficiency: -Automation of payroll and benefit activities -EEO/affirmative action tracking -Web-based communication with employees Availability of data for HR strategic planning; Effectiveness

Managers

Advise HR of job openings Decide whether to do own final interviewing Receive interview training from HR unit Do final interviewing and hiring where appropriate Review reference information Provide feedback to HR unit on hiring/rejection decisions

ASTD

American Society for Training and Development; specialized...along with WorldatWork association

HR Technology Human Resource Management System (HRMS)

An integrated system providing information used by HR management in decision making.

Strategic HR Management

As a part of maintaining organizational competitiveness, strategic planning for HR effectiveness can be increased through the use of HR metrics and HR technology.

Financial Assets

Cash stocks & bonds

Total Rewards

Compensation in the form of pay, incentives and benefits rewards people for performing organizational work. To be competitive, employers must develop and refine their basic compensation systems and may use variable pay programs such as incentive rewards. The rapid increase in the cost of benefits, esp health care benefits, will continue to be a major issue for most employers.

Ethical Misconduct Activities

Compensation,Employee Relations, Staffing and Equal Employment

Equal Opportunity

Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities

HR Unit

Develops legal, effective interviewing techniques Trains managers in conducting selection interviews Conducts interviews and testing Sends top three applicants to managers for final review Checks references Does final interviewing and hiring for certain job classifications

Ethical Question

Does the behavior or result meet both organizational standards and professional standards of ethical behavior?

Risk Management and Worker Protection

Employers must address various workplace risks to ensure protection of workers by meeting legal requirements and being more responsive to concerns for workplace health and safety. Also, workplace security has grown in importance along with disaster and recovery planning.

HR vs. Management: Recruiting

Ex. Nissan John Doe quits. HR doesn't automatically know this, it takes the manager to report JD and begin job search to fill his void.

Social Responsibilities and HR

Explicit/ Implicit Requirements. Explicit: specific regulations, policies, and training. Implicit: aid in organizational culture in encouraging appropriate organizational behavior when dealing with customers, suppliers, employees and others. Attracting and retaining employees Achieving sustainability in dealing with economic challenges (layoff, job losses, business reps, ethics, etc.) Creating "green culture"

HR Unit recruiting Responsibilites

Forecasts Recruiting needs, Prepares copy for recruiting ads, campaigns, plans and conducts recruiting, audits and evaluates all recruiting activities

Strategic

Helping to define the strategy relative to human capital and its contribution to organizational results. Evaluation of HR effectiveness Look into past records and files to look for higher level deals

HRCI

Human Resource Certificate Institute; administer certification programs for generalists

Hofstede's Dimensions of Culture

Inequality of Power Individualism/ Group Orientation Masculinity/Femininity Uncertainty Avoidance Longterm/Short-term Orientaion

IPMA

International Personnel Management Association; public-sector HR professionals

Social Networking

Involves communicating to other employees, nonwork friends, community contacts, and others. Has evolved from personal contacts and oral communications to include: E-mail and text messages Twitters Blogs

Employee Enagement

Is the extent to which individuals feel linked to organizational success and how the organization performs positively.

HR's Role in Organizational Ethics

Legal Question, Ethical Question Does the behavior or result meet all applicable laws, regulations and gov't codes Does the behavior or result meet both organizational standards and professional standards of ethical behavior?

Intangible

Licenses Ex. Ole Miss t-shirts sold at Walmart or Rebel rags...money comes back to University

Customer Service and Quality Linked to HR

Linking HR to social responsibility, customer service, and quality significantly affects organizational effectiveness.

Operational Actions

Managing employee relationship issues Employee advocate or "champion" =help employees be successful Helping with job searches, making sure the employees are being paid right=Operational

Future Job Change Concerns

Occupational Shifts, Workforce Availability and Quality, Talent Management, Growth in contingent (temp) workers

HR Management Challenges

Organizational Cost Pressures and Restructuring: figure out ways to reduce costs and shift company Economics and Job Changes: -Recession=manufacturing to service industry, Occupational shifts, workforce availability and quality concerns, talent management and development, growth in contingent workforce Globalization of Organizations and HR: Workforce Demographics and Diversity

Strategic Planning Process

Organizational Mission, SWOT Analysis, Establish Goals and Objectives, Formulate Organizational Strategy, Formulate Supporting Functional Strategies, Implement, Evaluate and Reassess

Enhance organizational productivity

Organizational restructuring, redesigning work, outsourcing, aligning HR activities.

Organizational Assets

Physical, Financial, Intangible, Human

Human Resources as Successful competencies

Productivity, quality/service, employee skills, innovative operations

Sarbanes-Oxley (SOX)

Reduce the likelihood of illegal and unethical behaviors by: Having a written code of ethics and conduct standards Providing ethical behavior training and advice Establishing confidential reporting systems for ethical misconduct Providing whistle-blower protection AKA "reasonable person" Supporting HR's role as "keeper and voice" of organizational ethics

Global Social Responsibility and HR

Results in higher organizational images globally, better employee moral and loyalty and more competitive advantages with consumers Ex. May include collecting/donating money for local charities or national disasters and numerous other activities.

Organizational Culture

Shared values and beliefs in an organization. Is the internal "climate" of the organization that employees, managers, customers, and others experience. Positively affects service and quality, productivity, and financial results when aligned with HR values and organizational goals. Is affected by differences in cultural dimensions from country to country and even within countries. Ex. Chick Fil A... chicken, closed Sunday, "my pleasure"=caring organization. The good climate/culturekeeps employees and customers

SHRM

Society for Human Resource Management; HR generalists largest organization

Human capital

Sometimes referred to as "intellectual capital" collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce

HR Competencies

Strategic Contribution Business Knowledge HR Delivery HR Technology Personal Credibility

Human

The ability to produce an intellectual property

Staffing

The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs. Workers, job design and job analysis lay the foundation for staffing by identifying what diverse people do in their jobs and how they are affected by them. Through HR planning, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are used when recruiting applicants for job openings. The selection process is concerned with choosing qualified individuals to fill those jobs.

Organizational Mission

The guiding force and core reason for the existence of the organization and what makes it unique.

Strategic Planning

The process of defining organizational strategy and allocating resources toward its achievement.

Strategy

The proposition an organization follows for how to compete successfully and thereby survive and grow. Ex. Car Companies Used to not make SUV's but started when they realized people liked them even though didn't really need

Employee and Labor Relations

The relationship between managers and their employees must be handled legally and effectively. Employer and Employee rights must be addressed. It is important to develop, communicate and update HR policies and procedures so that managers and employees alike know what is expected. In some organizations, union/management relations must be addressed with employee rights and labor/management relations.

Strategic HR Management

The use of employees to gain or keep a competitive advantage, resulting in greater organizational effectiveness.

Third-country national

a citizen of one country who is working in a second country and employed by an org headquartered in a third country

Host-country national

a citizen of one country who is working in that country and employed by an organization headquartered in a second country

Core competency

a unique capability that creates high value and differentiates an organization from its competition

CLU

life insurance underwriters

You're an HR manager if...

people are reporting to you (head of departments, supervisors). All departments are in a sense "small businesses" (firing, hiring,pay systems)