Chapter 1: Exploring Why HRM Matters to All Employees Flashcards
Define Human Resources Management
An integrated set of processes, practices, programs, and systems in an organization that focuses on the effective development and development of its employees
What are HRM processes and practices?
- Creating a culture of safe and healthy work environment
- Defining, analysing, and designing work
- Planning for, recruiting, and selecting the workforce
- Orienting, training, and developing employees
- Managing employee performence
- Rewarding and recognizing employees
- Relating to employees within diverse environment
Explain “Creating a culture of safe and healthy work environment”
Ensuring that the work environment creates a sense of well-being.
Explain “Defining, analysing, and designing work”
Determining what tasks need to be done, in what orders, with what skills, and how individual tasks fir together in work units
Explain “Planning for, recruiting, and selecting the workforce”
Ensuring that people in the organization are te right people with the right skills at hte right time the right place which means sourcing, attracting, and hiring people with the necessary skills and backgrounds
Explain “Orienting, training, and developing employees”
Providing the resources to assist employees in developing the necessary knowledge and skill sto do their jobs today and in the future.
Explain “Managing employee performence”
Ensuring that there are appropriate mechanisms in place to provide feedback to employees regulary. To ensure that the business objectives are being met
Explain “Rewarding and recognizing employees”
Developing and administering a veriety of rewards and recognition components, including pay and benefits, that will attract, retain and engage employees.
Explain “Relating to employees within diverse environment”
Ensuring that there are positive and constructive relation between employees and their supervisors or managers and/or union representatives.
Why study HRM?
- Organizations hire employees to do the work, and employees need to know the processes that affect them
- Line manager is key link between employee and organization
- Line manager needs knowledge and understanding of HRM and how practices influence the success of the organization
What is the line manager responsible for?
– Determining work and job design – Promoting a culture of well-being – Making hiring decisions – Coaching and developing employees – Reviewing performance
What is the HR professional responsible for?
– Aligning HR strategies with business strategies – Delivering services (i.e., recruitment) – Strengthening employee contributions – Managing change
What are the current business topics in organizations?
- Global economy
- Changes in firm and business sectors
- Technology and quality
- Sustainability
- Developing human capital and talent management
- Demographic and employee concerns
How does global economy impact the HRM and the people in organizations?
– Impact—> trade agreements and global markets
– Effect on HRM—> balancing a complicated set of issues related to different geographies, cultures, laws, and business practices
How does changes in firm and business sectors impact the HRM and the people in organizations?
– Continuing slow economy
– Consolidation and amalgamation of
businesses
– Increased competition
– U.S. companies entering (Nordstrom) and leaving (Target) Canada
– Managing costs through outsourcing and contractors
How does technology and quality impact the HRM and the people in organizations?
– Technology has enabled companies to improve processes • Focus on customer satisfaction • Influence of social networking • Cloud computing – Quality initiatives key to customer retention • Six Sigma • Benchmarking • Lean
How does sustainability impact the HRM and the people in organizations?
– More attention is being paid to the health of our planet
– While old industries may be losing employment opportunities, new businesses are emerging with new careers
How does developing human capital and talent management impact the HRM and the people in organizations?
– Individuals’ knowledge, skills, and capabilities have an economic value to organizations
– Organizations are identifying “core competencies” for success
– Managers need to ensure that employees have developmental opportunities to increase their capabilities
How does demographic and employee concerns impact the HRM and the people in organizations?
– Diverse backgrounds – Different generations at work – Skills and labour shortage – Gender – Rising levels of education – Changing nature of job and cultural changes – Employee rights, ethics, and privacy – Changing attitudes toward work
Define outsourcing
contracting outside the organization for work formerly done by internal employees
Define talent management
leveraging competencies to achieve high organizational performance
Define “core competencies”
a combination of knowledge, skills and characteristics needed to effectively perform a role in an organization
Define culture in an organization
consistent and observable pattern or behaviours in organizations
What are some innovation skills and what are their necessitites?
- creativity, problem-solving, and continuous improvement skills - necessary to generate ideas
- risk assessment and risk-taking skills - necessary for being entrepreneurial
- relationship building and communications skills - necessary to develop and maintain interpersonal relationships
- implementation skills - necessary to turn ideas into capabilities, processes, products and services
What are the 3 generations of employees at work?
- Boomers (1946-64)
- Gen X (1965-80)
- Gen Y (1981-2000)
What are the work characteristics of boomers?
- question authority, work ethic of younger people
- accept promotion before questioning impact on life
- team player
- optimistic
- adventure
- loyal
- expect advancement
- work is first
What are the work characteristics of Gen X?
- view boos as an expert
- individualistic
- “live to work”
- structured
- independent
- want trappings of success
- conservative
What are the work characteristics of Gen Y?
- tech-savy
- want work to have a greater purpose
- flexibility
- achievement oriented
- group or team oriented
- self-assured
- good at multitasking
- not concerned about job security
- want challenging work
- continuous feedback
- input into decision making
- expect work-life balance
What is the relation between business strategy and HRM strategy?
• Corporate strategies answer “What business should we be in?”
• Business strategies focus on “How do we do our business better?”
– Being competitive
– Ensuring people processes in organization
provide competitive edge
• HRM strategy identifies the key HR processes and practices
• HR processes and practices are then linked to overall business strategy
• Is a framework for action