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Intro to HR > All in one > Flashcards

All in one Flashcards

1
Q

What does HRM mean?

A

It refers to the policies and practices that ensure the best use of the human resources for fulfilling the organizational and individual goals

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2
Q

Why should you study HRM?

A
  1. it is important for managers and entrepreneurs
  2. Managers are responsible for some of the activity that fall in to the category of HRM
  3. It is necessary for staffing the organization and designing jobs and teams
  4. developing skillful employees by identifying approaches for improving them
  5. understanding human behavior and the knowledge about the various systems
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3
Q

Why is HRM significant to students?

A
  1. to attract, retain the required human resource
  2. Providing job security
  3. developing the skills and attitude of employees through T& D & performance evaluation
  4. Ensures that the enterprise will have in future a team of competent & dedicated employees
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4
Q

What is planning?

A

The systematic process of setting policies, governing the acquisition, use and dispositions of personnel in an organization

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5
Q

Why is HR planning important ?

A
  1. planning enables organizations to assess the future and demand for and supply for human resources
  2. It helps to eliminate gaps that may exist between supply and demand for human resources
  3. it facilitates re-adjustment as labour market conditions and organizational environment change
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6
Q

What does strategic business planning enable?

A

it enables the organization to set goals and objectives as well as courses of actions to fulfil the organisation’s mission and strategic direction

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7
Q

What is a mission?

A

It is the basic purpose of the organization as well as its scope of operations

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8
Q

What is a strategic vision?

A

A statement about where the company is going and what it can
become in the future; clarifies the long-term direction of the company
and its strategic intent

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9
Q

What are core values?

A

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

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10
Q

What is environmental scanning?

A

It is the systematic monitoring of the major external forces influencing the organization

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11
Q

What does environmental scanning require you to take notice of?

A
  1. economic factors
  2. competitive trends
  3. technological changes
  4. political and legislative issues
  5. social concerns
  6. workforce demographic
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12
Q

What is forecasting in HR?

A

The use of information from the past and present to identify expected future conditions

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13
Q

What are the types of forecasts?

A
  1. HR demand for labor
  2. Internal supply of labor
  3. external supply of labor
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14
Q

What are the forecasting periods?

A
  1. short-term: less than one year
  2. intermediate: up to five years
    3, long-range : more than 5 years
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15
Q

What source can we use to access forecasting?

A
  1. internal sources

2. external sources

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16
Q

How can HR demand be forecasted?

A
  1. through personnel needs

2. assessing the internal HR through jobs and skills audit as well as organizational capabilities inventory

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17
Q

When forecasting for demand using HR personnel needs, what should be considered?

A
  1. demand for product or service
  2. staffing required to achieve task/ project output
  3. quality and skills of employees
  4. projected turnover
  5. decision to upgrade product/ service/ new markets
  6. technological and other changes
  7. financial resources
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18
Q

When assessing internal HR through jobs and skills audit, for forecasting demand, what should you consider?

A
  1. What jobs exist now?
  2. How many individuals are performing each job?
  3. What are the reporting relationships of jobs?
  4. How essential is each job?
  5. What jobs will be needed to implement future organizational
    strategies?
  6. What are the characteristics of anticipated jobs?
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19
Q

What does forecasting internal HR supply of candidates involve?

A

• Skills Inventory of the organisation
• Manual systems and replacement charts
1. personnel replacement charts
2. Position replacement cards
• Human Resource Information System (HRIS)
• On-going training and development patterns/programmes

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20
Q

What factors affect external HR supply ?

A
  • Population changes and Net migration for an area
  • Societal attitudes towards careers/industries/institutions
  • Political conditions
  • Changing workforce composition and patterns
  • Economic forecasts
  • Technological developments and shifts
  • Government regulations and pressures
  • Other circumstances e.g. knowledge of sources
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21
Q

What is recruitment?

A

The process of generating a pool of qualified applicants for organizational jobs

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22
Q

What are the different types of labor markets?

A
  1. Geographic labor markets
  2. global labor markets
  3. industry and occupational labor markets
  4. educational and technical labor markets
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23
Q

What are the sources of recruitment?

A
  1. internal
  2. external
  3. internet web based
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24
Q

What are the advantages of recruiting internally?

A
  1. it capitalizes on past investments
  2. rewards past performance and encourages continued commitment to the organization
  3. signals to employees that similar efforts by them will lead to promotion
  4. Fosters advancement of members of protected classes within an organization
  5. Saves Time
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25
Q

What are some disadvantages of recruiting labor internally?

A

1.Current employees may lack the knowledge, experience or skills needed for
placement in the vacant/new position.
2. The hazards of inbreeding of ideas and attitudes (“employee cloning”)
increase when no outsiders are considered for hiring.
3. The organization has exhausted its supply of viable internal candidates and
must seek additional employees in the external job market.

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26
Q

What are the methods of recruiting internally?

A
  1. job posting- posting vacancy notices on bulletin boards, memos, intranet
  2. job bidding- qualified applicants applying for the post
  3. skills/management inventory :using the HRIS( database system
    containing records and qualifications of each employee that can be
    accessed to identify and screen candidates for an internal vacancy.
26
Q

What are the methods of recruiting internally

A
  1. job posting- posting vacancy notices on bulletin boards, memos, intranet
  2. job bidding- qualified applicants applying for the post
  3. skills/management inventory :using the HRIS( database system
    containing records and qualifications of each employee that can be
    accessed to identify and screen candidates for an internal vacancy.
26
Q

What are the methods of recruiting?

A
  1. job posting- posting vacancy notices on bulletin boards, memos, intranet
  2. job bidding- qualified applicants applying for the post
  3. skills/management inventory :using the HRIS( database system
    containing records and qualifications of each employee that can be
    accessed to identify and screen candidates for an internal vacancy.
27
Q

What is a labor market?

A

This is the area from which applicants are to be recruited. There are two types of labor markets, loose and tight market

28
Q

What is a loose labor market?

A

It is a labor market characterized by low employment but many available/ qualified applicants/ workers

29
Q

What is a tight labor market?

A

It is a labor market characterized by high employment, few available/ qualified workers, thereby raising labour cost

30
Q

What factors determine the relevant labor market?

A
  1. skills and knowledge required for a job
  2. level of compensation offered for a job
  3. reluctance of job seekers to relocate
  4. ease of commuting to workplace
  5. location of job
31
Q

What are some other external sources of recruitment?

A
  1. advertisments
  2. unsolicited applications and resumes
  3. internet recruiting
  4. employee referrals
  5. executive search firms/ headhunters
  6. professional associations
  7. public and private employment agencies
  8. employee leasing
32
Q

What are the different sources of e-recruiting places?

A
  1. internet job boards
  2. professional/ career websites
  3. employer web sites
33
Q

What are the advantages of e-recruiting sites?

A
  1. It reduces costs
  2. it saves time
  3. You have an expanded pool of applicants
  4. It helps to target a specific audience
34
Q

What are the disadvantages of e-recruiting ?

A
  1. more unqualified applicants
  2. It gives additional work for HR staff additional work
  3. Many applicants are not seriously seeking employment
  4. access is limited or unavailable to some applicants
  5. privacy of information and discrimination issues
35
Q

What is selection?

A

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings

36
Q

What is person-job fit?

A

This means matching the knowledge, skills and abilities of people to the characteristics of jobs. It brings about higher employee performance and lower turnover and absenteeism

37
Q

What is person-organization fit?

A

This is the degree to which individuals are matched to the culture values of the organization

38
Q

What are some sources of information about job candidates?

A
  1. application forms
  2. online application
  3. biographical information
  4. integrity and honesty tests
  5. graphology
  6. medical examinations
  7. employment tests
  8. interviews
39
Q

What is an employment test?

A

An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities and other characteristics in relation to other individuals

40
Q

What is orientation?

A

The formal process of familiarizing new employees with the organization, their jobs, and their work units

41
Q

What are the benefits of orientation?

A
  1. lower turnover
  2. increased productivity
  3. improved employee morale
  4. facilitation of learning
  5. reduction of new employee’s anxiety
42
Q

What is training ?

A

A process whereby people acquire capabilities to aid in the achievement of organizational goals

43
Q

What is development?

A

It is the effort that is oriented more toward broadening an individual’s skills for the future responsibilities. It helps managers, understand and solve problems, make decisions, motivate employees and capitalize on opportunities

44
Q

What steps are involved in the systematic training process?

A
  1. training needs assessment: analyze training needs, identify training objectives and criteria
  2. training design: pretest trainees , select training methods, plan training content
  3. training delivery: schedule training, conduct training , monitor training
  4. evaluation : measure training outcomes, compare outcome to objectives and criteria
45
Q

What is Gap analysis?

A

The distance between where an organization is with its employees capabilities and where it needs to be

46
Q

What are the three main types of training objectives?

A
  1. knowledge
  2. skill
  3. attitude
47
Q

What are the two phases necessary for establishing training objectives and priorities ?

A

Phase 1: conducting the needs assessment

Phase 2: Designing the training program

48
Q

What does Phase 1: Conducting the needs assessment, involve?

A
  1. Organization Analysis : An examination of the environment, strategies, and resources of the
    organization to determine where training emphasis should be placed.
  2. Task Analysis :The process of determining what the content of a training program
    should be on the basis of a study of the tasks and duties involved in
    the job.
  3. Person Analysis : A determination of the specific individuals who need training.
49
Q

What does phase two( designing training programs)establishing training objectives and priorities involve?

A

It involves instructional objectives. This involves representing the desired outcomes of a training program and provides a basis for choosing methods and materials and for selecting the means for assessing whether the instruction will be successful

50
Q

What are some training methods for non-managerial employees?

A
  1. on the job training
  2. apprenticeship
  3. cooperative training, internships, and governmental training
  4. classroom instruction
  5. programmed instruction
  6. audiovisual methods
  7. computer-based training and e-learning
  8. simulation method
51
Q

What is on-the-job training?

A

It is the method by which employees are given hands-on experience with instructions from their supervisor or other trainer

52
Q

What are the drawbacks of on the job training?

A
  1. the lack of a well-structured training environment
  2. Poor training skills of managers
  3. The absence of well-defined job performance criteria
53
Q

What is apprenticeship training?

A

A system of training in which a worker entering the skilled trades is
given thorough instruction and experience, both on and off the job, in
the practical and theoretical aspects of the work.

54
Q

What is cooperative training?

A

A training program that combines practical on the job training with formal educational classes

55
Q

What is programmed instruction?

A

It involves the use of books, manuals or computers to break down subject matter content into highly organized , logical sequences that demand continuous response on the part of the trainee

56
Q

What is the audiovisual method of training?

A

Technologies such as CDs and DVDs are used to teach skills and procedures by illustrating the steps in a procedure or interpersonal relations

57
Q

What is E-learning?

A

This is learning that takes place via electronic media such as web and computer based training

58
Q

When is the simulation method of learning used?

A

It is used when it is either impractical or unwise to train employees on the actual equipment used on the job

59
Q

What are some training methods for management development?

A
  1. on the job experiences
  2. seminars and conferences
  3. case studies
  4. management games
  5. role playing behavior modeling
60
Q

What are on the job experiences?

A

1, coaching

  1. understudy assignment
  2. job rotation
  3. lateral transfer
  4. special projects
  5. action learning
  6. staff meetings
  7. planned career proressions
61
Q

What are some benefits of training?

A
  1. it ensures staff have capabilities and skills to enable them become more effective at the workplace
  2. it ensures organization’s culture emphasizes innovation, creativity and learning
  3. increases employee knowledge of competitors and how learning new skills can lead to competitive advantage
  4. it ensures flexibility and responds to change
  5. encourages acceptance of diversity and greater understanding of each other

Intro to HR (5 decks)

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