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HRM > Conceptualizing HR Management (1) > Flashcards

Conceptualizing HR Management (1) Flashcards

1
Q

In Modern times, companies also wanted to invest time and money in teaching employees skills relating to?

A
  • leadership;
  • communication;
  • cultural diversity;
  • equality;
  • adaptability; and
  • decision-making.
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2
Q

Which type of organization became prominent in the late 19th and early 20th centuries?

A

Trade Unions

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3
Q

Which skills should modern employees be trained in?

A

Communication, and
Cultural diversity

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4
Q

When did HR management become a serious profession?

A

1970

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5
Q

What are the three predominant features of HRD?

A
  • organised;
  • creative; and
  • ongoing.
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6
Q

What are the five steps to be followed when organizing the development for employees ?

A
  • Step 1: Know what you need
  • Step 2: Outcomes
  • Step 3: Know your learners
  • Step 4: Training tools and implementation
  • Step 5: Evaluate and feedback
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7
Q

Effective plans for HRD must start with the?

A

end in mind.

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8
Q

What are the three questions to ask when putting a training plan into place?

A

1) What is the goal of the training?
2) What must be done to achieve the goal?
3) What training is required?

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9
Q

Briefly explain the Kirkpatrick Model regarding training outcome?

A
  • Level 1: Reaction
  • Level 2: Learning
  • Level 3: Behavior
  • Level 4: Results
  • Level 1: Reaction (To what degree did participants react favourably to the training?)
  • Level 2: Learning (To what degree did participants acquire the intended knowledge, skills, attitudes, confidence and commitment, based on their participation in a training event?)
  • Level 3: Behaviour (To what degree did participants apply what they had learned during training, when they went back to doing their work?)
  • Level 4: Results (To what degree did targeted outcomes occur, as a result of the training event and its subsequent reinforcement?)
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10
Q

What can you use after your training to evaluate if employees can apply what they have learned?

A
  • Questionnaires
  • Data analysis
  • Focus groups
  • Interviews
  • On-the-job observation
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11
Q

Which principal encourages adults to learn?

A

The feeling that the training is relevant to their job

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12
Q

What are the internal factors that can force changes in the training and development programme of an organisation?

A
  • structural shifts, such as growth or downsizing;
  • revisions to the products and/or services being sold; and
  • budgets.
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13
Q

What are the external factors that can force changes in the training and development programme of an organisation?

A
  • politics;
  • advances in technology; and
  • the process of globalisation.
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14
Q

Which discipline used in HR development considers the different cultures, qualifications and backgrounds of the people being trained?

A

Psychology

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15
Q

What do employees in the modern business world do?

A

They switch between jobs and even change their careers.

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16
Q

Explain organisational behaviour?

A

Organisational behaviour has to do with how the different people being trained to understand their colleagues and work with them. It also looks at how they interact with the organisation and its goals.

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17
Q

Explain the adapted and improved version of the Kirkpatrick Model?

A
  • Level 1: Result
  • Level 2: Performance
  • Level 3: Learning
  • Level 4: Motivation
  • Level 1: Result (What impact (i.e. outcome or result) will improve our business?)
  • Level 2: Performance (What do the employees have to perform, in order to create the desired impact?)
  • Level 3: Learning (What knowledge, skills and resources do the employees need, in order to perform to the desired effect?)
  • Level 4: Motivation (What do the employees need to perceive, in order to learn and perform? In other words, do they see a need for the desired performance?)
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18
Q

What are the various disciplines used in the application of HRD?

A
  • Economics
  • Education
  • Engineer
  • Organization behavior
  • Psychology
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19
Q

What is the scope of HR development?

A
  • Generic training
  • Task-orientation training
  • Performance management
  • Career and Succession planning
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20
Q

Briefly explain Generic training?

A

This type of training is provided to all employees of the company, regardless of their position, title, experience or career goals. It covers the information that everyone must know and is generally known as ‘induction training’. It will either take place immediately upon hiring someone new,or shortly thereafter.

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21
Q

Briefly explain Task-orientated training?

A

This training will cover those skills that are particular and necessary to a person’s job function. Like the induction training, it would take place upon hire.

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22
Q

Briefly explain performance management?

A

Performance management tends to require more of an investment of time, rather than finances. For this reason, the return on investment can be invaluable. Performance management forces managers to engage in meaningful discussions with employees about their performance. It can identify any performance gaps, so that they may be corrected and overcome.

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23
Q

Briefly explain Career and succession planning?

A

A successful company or business, whether small, medium or large, must invest in long-term planning. A portion of that planning must address the career goals of employees, as well as succession planning for crucial management roles.

Succession planning can save on future recruitment and training costs incurred to fill roles that the company knows will become vacant. Career planning is one of the best ways to fill those roles from within.

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24
Q

Which scope of HR development does Induction training training refer to?

A

Generic training

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25
Q

What do employees in the modern business career world do?

A

Career and succession planning

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26
Q

Zahid has been hired by a construction company as a crane operator. He is currently receiving training on how to operate a large crane. He will be tested on his knowledge at the end of the week. Which scope of HR development is this scenario referring to?

A

Task-oriented training

27
Q

Home Hardware is sending Kate back to University to complete a management course. Which scope of HR development does this scenario fall under?

A

Career and Succession planning

28
Q

Give consideration to long-term goals and objectives relates to?

A

Career and succession planning

29
Q

Which scope of HR development is more about time than financial investment?

A

Performance management

30
Q

The HRD function is a means for?

A

A company to expand the capabilities, performance and creativity of all employees

31
Q

When an organisation creates a culture of educated, supported and motivated employees, it provides itself with three very important things?

A
  • a competitive edge,
  • improved efficiency in nearly all operational aspects,
  • increased profits,
  • a competitive edge (as explained earlier in this unit);
  • improved efficiency in nearly all operational aspects – i.e. employees who know exactly how to perform the functions of their job, are in a better position to do so professionally, efficiently and quickly, which means their better-quality work produces better-quality results; and
  • increased profits
32
Q

After training an employee they could simply leave for a position elsewhere. How can an organisation avoid this?

A

Having the right policies, regulations and/or a contract in place, can help an organisation retain an employee in their position for a set period of time.

33
Q

A junior writer receives training to become an editor. The organisation hopes that he will one day fill a more senior position. What type of training is he receiving?

A

Cross-training

34
Q

What is the function of HR development in term of the individual?

A

Expand the capabilities, performance and creativity of the individual

35
Q

What can companies that invest in training gain?

A
  • A competitive edge,
  • Higher profits, and
  • Inproved efficiency
36
Q

Whose performance and ability does HR development aim to improve?

A

The individual and the organisation

37
Q

What are the objectives of HR development?

A
  • Staff as a valued resource
  • Creating a learning culture
  • Respect diversity
  • Improve operations and efficiency
38
Q

What are some of the possible implications when employees feel disrespected, ill-regarded or overlooked?

A
  • They may not work as hard or as smart.
  • They may spend their time at work engaging in personal activities.
  • They may come in late, leave early and take extended breaks.
  • They may call in sick more frequently than is permitted by policy.
  • They may actually become ill from work-related stress.
  • They may feel entitled to ‘help themselves’ to company property, such as office supplies or products/services being sold.
  • They may bad mouth the company, which will have a detrimental effect on the company as a brand in the marketplace.
39
Q

Briefly explain what is meant by a learning culture?

A

A learning culture is an environment in the office that motivates employees and the organisation to develop knowledge, skills and confidence.

40
Q

What activities must first be considered when implementing an effective ‘respecting diversity’ environment?

A

sexes, including sexual orientation;
races;
cultures;
religions;
age groups;
abilities (physical and other); and
learning styles.

A strong sense of unity and team spirit works back toward building the learning culture that was discussed earlier, which is also where mentoring, assisting colleagues and other training opportunities begin to surface.

41
Q

What can a company do in order for its HRD programme actually contributes toward improving business operations?

A
  • A workforce that is knowledgeable, skilled, creative, motivated and committed to a future with the organisation can help streamline operational processes and encourage innovation.
  • A workforce that clearly sees how its role fits in with the company’s goals and strategic plans, will help with cutting out duplicated and inefficient functions within the company.
  • Employees who can transition from one position to another, will allow their company to reduce their input costs and increase their productivity.
  • Employees who seek solutions and solve problems independently and intuitively advantage the companies they work for, especially if these employees provide a more customer-focused approach.
  • Working environments that exact the best from all their employees, regardless of their title, sex, age, race, religion or learning ability, help create companies that can weather the worst of storms.
  • Improved service delivery (not just for clients, but within departments) can aid in keeping a company ahead of their competitors in the industry.
42
Q

Which of the following would fall under improving operations and efficiencies?

A

A healthy, dynamic work environment

43
Q

What are the some of the benefits of fostering a creative learning culture within an organisation?

A

Innovation, motivation and adaptability to change

44
Q

What does the first objective of HR development encompass?

A

Viewing employees as a valuable resource

45
Q

Which particular part of HR development’s objectives is especially true within South Africa?

A

Respecting diversity

46
Q

Which online organisation is considered the best to work for?

A

LinkedIn

47
Q

When hiring a trainer, look for someone who?

A
  • actually knows what they are talking about;
  • uses a variety of teaching tools and aids
  • has effective communication
  • knows how to efficiently manage time and resources.
  • can evaluate the learners (i.e. assess their current level of skill and ability to apply the content being taught, to their job; and how they learn best).
  • likes what they do, as it makes a considerable difference to learners’ morale.
  • is able to manage and resolve conflict.
  • has an engaging personality. Being an expert in a certain subject area, without the necessary people skills, will not suffice.
48
Q

An HR development trainer does not have to be?

A

An HRD specialist

49
Q

What should trainers be capable of?

A

Be good at resolving conflict

50
Q

How does an excellent trainer present their training material?

A

They make use of a range of tools and strategies

51
Q

What should an effective trainer do?

A

Know their topic and be able to teach it

52
Q

Prior to, during and after a training program, a trainer should be able to do?

A

Evaluate the skills of an employee

53
Q

An HR development trainer does not need to be?

A

An HR development specialist

54
Q

What are some of the contemporary issues in HR development?

A
  • Globalization (Language is probably the largest hurdle facing HRD professionals)
  • Technologies
  • Corporate culture (Corporate culture refers to the beliefs, values and attitudes that guide business practices.) (Fear, Poor work ethic, Loose tongues, Tight purse strings and Sealed lips)
  • Employee diversity
  • Law and regulation
  • Talent management
  • The learning organisation
  • B-BBEE
  • Affirmative action
55
Q

What are many companies now using for training and development?

A

E-learning

56
Q

Which of the following are the most common ways employees are discriminated against?

A

Age and culture

57
Q

Fear has an _____________ effect on corporate culture.

A

adverse

58
Q

With increased globalization, what is often lost or cast to the side?

A

Localisation

59
Q

Which is a great way to ensure that all laws and regulations are adhered to within an organisation?

A

Appointing an internal compliance professional

60
Q

Define ‘affirmative action’?

A

Affirmative Action is a set of regulations and policies that are passed by the government, to address any unfair discrimination or inequities. Affirmative Action guarantees that people with qualifications from specific designated groups, all have the same opportunities in the labour market.

61
Q

What are The five objectives of B-BBEE strategies that HR teams need to consider?

A

The five objectives of B-BBEE strategies that HR teams need to consider are as follows:

  • To increase the amount of black people within the economy
  • To encourage businesses to employ black people for specific managing and ownership positions
  • To increase the share of black management and ownership in the sectors of the economy that invest in collective enterprises, cooperatives, communities and workers
  • To endorse organisations, programmes and projects that will provide opportunities for more black people to actively and meaningfully engage within the economy
  • To invest in surrounding communities, as well as underdeveloped (i.e. rural) communities
62
Q

Briefly explain how the challenge of ‘technology’ should be approached within HRD?

A

It is recommended that the HR department keep up to date with technology’s latest developments and be flexible enough to adopt the new technological practices. For example, the HR team may have to adjust their HR training, in order to encompass e-learning. HR departments can also set up an intranet for their employees, to assist them in their training and development, as it can act as an easily accessible platform for any e-learning courses.

63
Q

Why is employee diversity an important element to consider, when recruiting employees?

A

It is beneficial for a business to recruit a diverse range of employees, because it helps the business to be more productive and stronger. Diverse employees could also result in financial benefits from the government, as a result of B-BEE policies. In addition, a diverse group of employees could provide the business with input that will create a comprehensive idea of what their customers may want and need.

HRM (8 decks)

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