dec '20 - practice exam Flashcards
What are the main roles of the HRM function today? (2 points)
– Functional HRM or « the basics »
– Transformational HRM: strategic role
– Managerial HRM
What role do managers play in helping to assure HR (working with HRM)? (2 points)
Working hand in hand with HR:
* Ensure that there is no risk of a serious mismatch between needs and resources
* Check feasibility of the strategy in terms of skills
* Help build and defend the HR policy
* Help identify training needs
* Implement training plan
* Focus on employee evolution: feedback, annual appraisals and career evolution coherent with the strategy
* Work together to allow staff to identify realistic paths for progression
* Orient recruitments according to targeted roles: select, onboard, retain etc.
* Help identify skill gaps
Working hand in hand with HR on a more exceptional basis:
– Ensure that the organization has competent teams to make an important project profitable – Work together on a restructuration, merger etc.
– Work together on a particular strategy
What are the main steps in strategic workforce planning? (3 points)
- Strategic Planning
- Current Workforce Analysis
- Future Requirements Analysis
- Gap Analysis
- Workforce Action PLanning
- Execute and Monitor
What are the steps involved when recruiting a new member of staff? (3 points)
- Establish/adapt selection procedure
- Identify vacancy (job profile)
- Analyze job requirements
- Establish salary range
- Establish job description/specification
- Type of contract: permanent salaried, fixed term, temps, contracted staff, independants
- Communicate the actual job efficiently : offers from qualified and suitable candidates
(then, selction procedure:)
- Initial screening process
- Interview process
Onboarding is an important element of ensuring effective integration when recruiting new members of staff.
How can companies ensure a successful onboarding process? (3 points)
Successful onboarding : ‘’share everything I need’’
- Have someone responsible for onboarding
- Welcome properly: visit offices and key areas
- Share relevant information (work hours, who does what, benefits, etc.). Employee handbook/app.
- Facilitate building new working relationships/Enable social interaction
- Demonstrate that the person is valued
- Share organization’s values and culture
- Keep person ‘’busy’’ (but not too…)
- Regular feedback (and ok to ask questions)
Explain what performance management involves. (3 points)
- Establish objective performance standards (in relation to strategic goals)
- Communicate objectives/standards to employee clearly and concisely (with feedback)
- Measure actual performance and compare (competencies – job function)
- How? Personal observation, stats, financial reports, client feedback, written reports, project
- Review with employee during the appraisal process
- Initiate corrective action if necessary
SMART objectives
What are the advantages and pitfalls of employing a diverse workforce? (2 points)
Advantages :
* Perspective,
* Prevents group think (more competitive),
* Good place (work) to spend time and discover other cultures -otherwise wouldn’t-
* Good motivator (especially for people in a minority)
* Undertsand customers (international/ethnicities)
* May help contact with other companies (clients, suppliers) especially internationally
* Inspire creativity, drive innovation
* Market knowledge
* Dfawing from diverse (larger) pool of candidates attract and retain best talent
* Diverse teams and more productive, perform better, better at risk assesment
* Reputational advantae, employer brand
Disadvantages :
* Values, boundaries
* Colleagues from certain cultures may be less likely to let their voices be herd (ex. couper la parole)
* Integration can be difficult
* Predjudice, negative stereotypes
* Professionna communication can be misinterpreted, or difficult (potential conflict)
* Conflicting working styles
* Decisions can take longer to be made
* Efficiency of diversity depends on how diversity and inclusion are managed
Explain why good and effective communication is important in the workplace. (2 points)
- Builds employee morale, satisfaction and engagement
- Helps employees understand terms and conditions of their employment and drives their commitment and loyalty
- Gives employees a voice – an increasingy meaningful component of improving employee’s satisfaction with their employer & help provide useful feedback
- Helps to lessen the chance for misunderstanding & potentially reduces grievances/lawsuits
- Improves processes and procedures and ultimately creates greater efficiencies and reduces cost.
- Authentic dialogue, two-way :
o Listening to employee issues and concerns builds loyalty and drives improved productivity
