Chapter 1 - The Strategic Role of Human Resources Management

Question 1

What is the GOAL of HRM?

Answer 1

• Attract;
• Engage / Develop;
• and Retain.

The right mix of talented people to enable the organization to achieve its goals.

Question 2

Definition:

Human Resources Management (HRM)

Answer 2

The management of people in organizations ^(HR)

to drive successful organizational performance and achievement of strategic goals. ^(HRM)

Question 3

Definition:

Balanced Scorecard

Answer 3

Measurement system that translates an organizations strategy in to a comprehensive set of performance measures.

Question 4

List and describe:

2 categories HR activities fall into

Answer 4

Administrative (traditional operational)

• HR hires and maintains employees and also manages employee separations.

Strategic (more recent)

• HR focused on ensuring the company is staffed with the most effective human capital to achieve its strategic goals.

Question 5

Describe the transformation that HR has undergone over the years.

Answer 5

needs an answer

Question 6

Discuss how changes in internal and external factors have contributed to the evolution of HR.

Answer 6

needs and answer

Question 7

Describe how the

external environment influences HR.

Answer 7

needs an answer

Question 8

Organizational Culture

vs

Organizational Climate

Answer 8

Organizational Culture:

The core values, beliefs, and assumptions thar are widely shared by members of an organization. Often conveyed through a “mission statement”. Shapes EE’s attitudes, creates a sense of identity, fosters EE loyalty and commitment.

Organizational Climate:

The prevailing atmosphere that exists in an organization and its impact on employees. Major influances are management leadership style, HR policies and practices, amount and style of organizational communication. Climate reflected by EE motivation, job satisfaction, performance, and productivity.

Question 9

Discuss:

multiple jurisditions related to employment legislation affecting HRM in Canada

Answer 9

14 jurisdictions: Federal, 10 Provinces, 3 Territories.

Each province and territory has its own legislation around Human Rights, Employment Standards, Labour Relations, Health and Safety, and Worker’s Compensation. (90% of employment relationships)

EE’s of Province and Provincial Public Sector. Businesses that operate normally within the province and DO NOT HAVE an inter-provincial component

Companies with EE’s in more than one jurisdiction = different rules apply to different EE’s.

Federal jurisdiction is covered by federal legislation. (approx 10% of work force)

Federal Gov’t, Crown Corps, Companies with an Inter-provincial component (Banks, Transportation, RCMP, Telecom etc).

Question 10

List and describe:

6 core competencies required of

HR professionals

Answer 10

1. Credible Activist - (Relationships) a respected, trusted person who is active in thier role by taking a position and challenging assumptions. Qualities help optimize value added from its HR.
2. Culture and Change Steward (Organization Capabilities) understanding, communicating and forstering change in the corporate culture - helps engage employees which boosts productivity.
   3.

Question 11

Note how the 6 core competencies are also in the roles of Line managers, Sr managers, and C-level executives.

Answer 11

needs an answer

Question 12

Explain how HR has become professionalized and the value of this professionalization.

Answer 12

needs an answer

Question 13

Critical Thinking

A firm has requested your assistance in ensuring that its multigenerational workforce functions effectively as a team. What strategies or programs would you recommend? Why?

Answer 13

needs an answer

Question 14

Definition:

certification

Answer 14

Recognition for having met certain professional standards.

Question 15

Definition:

change agents

Answer 15

Specialists who lead the organization and its employees through organizational change.

Question 16

Definition:

contingent / non-standard workers

Answer 16

workers who do not have regular full-time employment status

Question 17

Definition:

employee engagement

Answer 17

the emotional and intellectual involvement of employees in their work, and

the intensity, focus, and involvement they bring to their jobs and organizations

Question 18

Definition:

empowerment

Answer 18

providing workers with the skills and authority to make decisions that would traditionally be made by managers

Question 19

Definition:

environmental scanning

Answer 19

identifying and analyzing external opportunities and threats that may be crucial to the organization’s success

Question 20

Definition:

human capital

Answer 20

the knowledge, education, training, skills, and expertise of an organization’s workforce

Question 21

Definition:

human resources movement

Answer 21

a management philosophy focusing on concern for people and producivity

Question 22

Definition:

metrics

Answer 22

statistics used to measure activities and results

Question 23

Definition:

organizational climate

Answer 23

the prevailing atmosphere that exists in an organization and its impact on employees

Question 24

Definition:

organizational culture

Answer 24

the core values, beliefs, and assumptions that are widely shared by members of an organization

Question 25

Definition:

outsourcing

Answer 25

practice of contracting with outside vendors to handle specified business functions on a permanent basis

Question 26

Definition:

primary sector

Answer 26

jobs in…

• agriculture,
• fishing and trapping,
• forestry,
• and mining

Question 27

Definition:

productivity

Answer 27

the ratio of an organization’s outputs (goods & services) to its inputs (people, capital, energy, materials)

ratio: (outputs/inputs) x 100 = ?%

Question 28

Definition:

scientific management

Answer 28

process of “scientifically”

• analyzing manufacturing processes,
• reducing production costs,
• and compensating employees based on their performance levels

Question 29

Definition:

secondary sector

Answer 29

jobs in…

• manufacturing
• construction

Question 30

What does HRM do?

and

How do they do it?

Answer 30

They assist supervisors and managers in achieving organizational results by ensuring that:

• the right people
• with the motivation and skills
• are in the right roles
• at the right time

To do that, HRM will be involved in:

• Developing policies
• Measuring results
• Assisting in people development
• Ensuring compliance with the law relating to employment

Question 31

Critical pieces of knowledge required by HR professionals today.

Answer 31

In priority order:

• ​business acumen (smarts)
• an understanding of employment law and legislation
• talent management
• broad HR knowledge
• employee labour relations knowledge

Question 32

What is a key role of Human Resources Management?

Answer 32

Connecting the bottom to the top…

A key role of HRM is help all employees understand and connect with the overall strategy of the organization and with customers in order to improve overall performance of the organization

Question 33

Strategic HR

vs

HR Strategies

Answer 33

Strategic HR:

Recognizes an HR departments partnership role in the strategic planning process.

HR Strategies:

Refers to specific HR actions a company might use to achieve its strategic objectives.

Question 34

Concept of Human Capital

Answer 34

The TALENTS of an organizations workers together with thier:

knowledge, education, training, skills, and expertise

Question 35

Talent

vs

Skills

Answer 35

“Skills are the nuts and bolts of a job, the “how-to” aspect which comes with training.”

“Everyone has talent – the natural predispositions that make each of us particularly effective.” “It is when this recurrent pattern of thinking, feeling, and behavior is applied to the right role that superior performance is generated.”