CH 9 Flashcards
Human Resource Management (HRM)
The process of planning for, attracting, developing, and retaining an effective workforce
What are the steps of the strategic human resource management process?
- establish the mission and the vision
- establish the grand strategy
- formulate the strategic plans
- plan the human resources needed
- orient, train, and develop
- perform appraisals of people
purpose: get optimal work performance to help realize company’s mission and vision
Strategic human resource management
The process of designing and implementing systems of policies and practices that align an organization’s human capital with its strategic objectives
While _________ is about managing people, ________ __________ is about generating competitive advantages through people.
HRM, strategic HRM
Human capital
The economic or productive potential of employee knowledge, experience, and actions
Social capital
The economic or productive potential of strong, trusting, and cooperative relationships
Why is it important for a manager to value HR?
A manager should be able to retain a good workforce and should focus on maximizing organizational performance
Recruiting
The process of locating and attracting qualified applicants for job openings
Internal recruiting
Making people already employed by the organization aware of job openings
ex: internal job postings, internal nominations, employee profile
External recruiting
Attracting job applications from outside the organization
ex: social media, online job postings, school partnerships
Internal recruiting advantages
- Employees tend to be inspired to greater effort and loyalty. Morale is enhanced because they realize that working hard and staying put can result in more opportunities.
- The whole process of advertising, interviewing, and so on is cheaper.
- They are fewer risks. Internal candidates are already known and are familiar with the organization.
Internal recruiting disadvantages
- Internal recruitment restricts the competition for positions and limits the pool of fresh talent and fresh viewpoints.
- It may encourage employees to assume that longevity and seniority will automatically result in promotion.
- Whenever a job is filled, it creates a vacancy elsewhere in the organization.
External recruiting advantages
- Applicants may have specialized knowledge and experience.
- Applicants may have fresh viewpoints.
External recruiting disadvantages
- The recruitment process is more expensive and takes longer.
- The risks are higher because the persons hired are less well known.
Selection
The process of screening job applicants and choosing the best candidate for a position
What are the three selection tools?
- Background info
ex: education, work history, certifications, and citizenship - Interviews
*unstructured interviews: gather information about job candidates without the use of a fixed set of questions or a systematic scoring procedure
- structured interviews: asking each applicant the same questions and comparing their responses to a standardized set of answers
↳ situational interviews: structured interviews during which raters ask applicants how they would behave in hypothetical job situations
↳ behavioral-description interviews: structured interviews during which raters explore applicants ‘job-related past behaviors
ex: Tell me about a time when you had to apply your understanding of cultural differences at work. What actions did you take as a result of your understanding?
- Employment tests
↳ standardized devices organizations use to measure specific skills, abilities, traits, and other tendencies
What is a realistic job preview?
It gives a candidate a picture of both the positive and negative features of the job and the organization before joining a firm
Performance management
A set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations
What are the four steps of the performance management process?
- Define performance: set goals and communicate performance expectations
- Monitor and evaluate performance: Measure and evaluate progress and outcomes
- Review performance: deliver feedback and coaching
- Provide consequences: administer valued rewards and appropriate punishment
Performance appraisal
AKA performance review
Management process that consist of (1) assessing employees’ performance and (2) providing them with feedback
What are two kinds of performance appraisals?
Objective and subjective
Objective appraisal
Based on facts and are often numerical
AKA results appraisal
ex: Numbers of products sold in a month numbers of customer complaints filed against an employee
Subjective appraisal
Based on a managers perceptions of an employee’s (1) traits or (2) behaviors
Objective appraisal benefits
- They measure desired results
- They are harder to challenge legally
