1-5 The Partnership of Managers and HR Professionals Flashcards
What is the manager’s role in relation to employees and the organization?
The manager serves as the key link between employees and the organization, guiding and motivating employees to contribute effectively to organizational success.
Why must managers have a thorough understanding of HRM systems, practices, and policies?
Because managers are responsible for implementing HRM systems, practices, and policies, and ensuring employee performance and development align with organizational goals.
Who is responsible for making an organization successful?
Managers and employees are ultimately responsible for an organization’s success, with HR professionals coordinating related programs and policies.
What is the manager’s role in enhancing an organization’s talent or “intellectual capital”?
Managers directly interact with employees, guide their development, and identify skill gaps to improve performance and foster growth.
How do managers and HR professionals collaborate in HRM?
Managers rely on HR professionals to provide the knowledge, tools, and resources necessary to effectively implement HRM systems, practices, and policies.
Why are all managers considered “people managers”?
Because they are responsible for leading, developing, and motivating employees, regardless of whether they are HR professionals.
What is the primary role of HR professionals in an organization?
To equip managers with the best people practices to help the organization succeed.
What key skills are required for HR professionals?
Sound business knowledge, good problem-solving and influence skills, and personal credibility (trust and relationship-building abilities).
How do HR professionals act as employee advocates?
By listening to employee concerns and ensuring the organization is aware of and addressing those concerns.
What are some key service activities provided by HR professionals?
Recruiting, training, policy formulation, and implementation in areas like workplace harassment, healthy work environments, and change management.
How do HR professionals collaborate with managers in recruitment?
HR professionals develop recruitment approaches, create interview questions, and may assist in interviews, while managers select the best candidate.
According to Dave Ulrich, what is the ultimate goal of HR professionals?
To create value for the organization by integrating business skills, HR skills, and change management skills to build a competitive advantage through people.
How can HR professionals use metrics to benefit the organization?
By providing data on recruitment efficiency, absenteeism, turnover, and workplace injuries to identify areas for improvement and inform decision-making.
What is the importance of HR metrics?
They uncover useful insights for making informed business decisions, such as identifying effective practices and areas needing improvement.
What is the role of managers in managing people within an organization?
Managing people is every manager’s responsibility, and successful organizations ensure their managers understand and apply good HRM practices.
How should proactive managers involve HR professionals?
Proactive managers involve HR professionals when needed, recognizing that HR provides expertise and support but does not dictate what managers must do.
What is the responsibility of managers in organizations without an HR unit?
Managers are still responsible for effective HRM practices, even without an HR unit, ensuring the organization manages people effectively.
What is the role of HR in top-management planning in organizations with an HR unit?
HR managers take on a strategic role, contributing to top-management planning and aligning HR processes and practices with business objectives.
At what point do organizations often decide to hire an HR professional?
Organizations typically consider hiring an HR professional when they grow to 75–100 employees, although smaller organizations may retain independent HR practitioners.
What is required for HR to be seen as a key part of the business?
HR must have a solid understanding of the business, align its processes and practices with organizational goals, and take a strategic role alongside other leaders.
How do smaller organizations with fewer than 75 employees typically manage HR?
Smaller organizations often retain an independent HR practitioner, with limited interaction between managers and the HR expert.
