CHAPTER 1 Flashcards
Process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
Human Resource Management
consists of people with formally assigned roles who work together to achieve the organization’s goals
Organization
responsible for accomplishing the organization’s goals by managing the efforts of the organization’s people
Manager
5 Basic functions of managing
Planning, Organizing, Staffing, Leading, Controlling
developing rules and procedures
establishing goals and standards
developing plans and forecasts
Planning
Giving each subordinate a specific task
establishing departments
delegating authority to subordinates
Organizing
recruiting and selecting employees
evaluating performance
counseling employees
compensating employees
more on talent management
staffing
getting others to get the job done
maintaining morale
motivating subordinates
leading
- setting standards such as sales quotas
- quality standards, or production levels
- checking to see how actual performance compares with these standards
- taking corrective action as needed
- monitoring and evaluating
controlling
HRM job includes
conducting job analysis
selecting job candidates
providing incentives and benefits
appraising performance
What every manager should know about
equal opportunity and affirmative action
employee health and safety
handling grievances and labor relations
A behavior or competencies that has the ability to direct and contribute to initiatives and processes within the organization
leadership and navigation
A behavior or competencies that has the ability to integrate core values, integrity, and accountability throughout all organizational and business practices
Ethical Practice
A behavior or competencies that has the ability to understand and apply information with which to contribute to the organization’s strategic plan
Business Acumen
A behavior or competencies that has the ability to manage interactions to provide service and to support the organization
Relationship Management
A behavior or competencies that has the ability to provide guidance to organizational stakeholders
Consultation
A behavior or competencies that has the ability to interpret information with which to make business decisions and recommendations
Critical Evaluation
A behavior or competencies that has the ability to value and consider the perspectives and backgrounds of all parties
Global and Cultural Effectiveness
A behavior or competencies that has the ability to effectively exchange information with stakeholders
Communication
- helping the firm and its employees improve in a measurable way as a result of the human resource manager’s actions
- does not just mean cutting costs
- also entails improving the company’s processes, aligning HR’s activities with the company’s strategy, and fostering employee engagement
Adding Value
A lever that puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals
Strategic Results Lever
A lever that ensures that the human resource management function is delivering services efficiently and outsourcing certain activities such as benefits management
HR Development Lever
A lever that advising top management about the company’s staffing levels and setting and controlling the firm’s compensation, incentives, and benefits policies
Employee Costs Lever
It measures a country’s total output
Gross Domestic Product (GDP)
Agreements that reduce tariffs and barriers among trading partners
Free Trade Areas
use various methods including contacts within the community and print and online media to search for qualified job applicants
Recruiters
collect and examine detailed information about job duties to prepare job descriptions
Job Analysts
develop compensation plans and handle the employee benefits program
Compensation Managers
plan, organize, and direct training activities
Training Specialists
advise management on all aspects of union-management relations
Labor Relations Specialists
investigate and resolve EEO grievances
examine organizational practices for potential violations
EEO (Equal Employment Opportunity)
A team that creates centralized HR units whose employees are shared by all the companies’ departments to assist the departments’ line managers in human resource matters
- offer their services through intranets or centralized call centers
- aim to provide managers and employees with specialized support in day-to-day HR activities
Shared Services (Transactional) HR Teams
A team that assist top management in top-level issues such as developing the personnel aspects of the company’s long-term strategic plan and not involved with other departments, only the top management
Corporate HR Teams
A team also known as “relationship managers” or “HR business partners”
- HR generalists assigned to functional departments like sales and production
- provide the employee selection and other assistance the departments need
Embedded HR Teams
A team that specialized HR consulting firms within the company and specific specializations such as employee motivation
Center of Expertise
A manager that has the right to issue orders
Line Authority
A manager that has the right to advise
Staff Authority
A manager that generally run departments that are advisory or supportive and assist and advise line managers in areas like recruiting, hiring, and compensation
Staff Managers
A manager that is associated with managing departments that are crucial for the company’s survival and do have many human resource duties
Line Managers
Line Managers Responsibilities
- controlling labor costs
- protecting employees’ health and physical conditions
- Improving the job performance of each person
- placing the right person in the right job
What are the typical positions of line manager
training specialists
employee relations executive
compensation and benefits manager
employment and recruiting supervisor
What tools enable employers to monitor things like a team’s goal attainment and to provide real-time direct evaluative feedback
and to track employee engagement in real time via quick surveys
Cloud Computing - Based Tools
using statistical techniques, algorithms, and problem solving to identify relationships among data for the purpose of solving particular problems
Data Analytics or Talent Analytics
Concrete Steps to improve employee engagement
leadership development programs, employee recognition programs, modifying compensation and other policies
offers its own competency and knowledge-based testing and certifications
Society for Human Resource Management (SHRM)
The acquisition, development, and retention of talent to fill the companies’ employment needs
Talent Management
Why is Human Resource Management important to All managers
to avoid personnel mistakes and improving profits and performance
