Final Material Flashcards
What is the definition of employee relations?
how the organization handles relationships with its employees
What can change the way employees regard each other? (3)
- Economic conditions
- Political atmosphere
- Management change
What is the definition of employment relationships?
The vehicle for reconciling needs of employees and needs of organizations
What are organization needs of employment relationships? (6)
- time
- flexibility in the way they use their labor
- skills
- increase productivity/effort
- expectations are higher in economic hard times
- retain managerial discretion
What are employee needs of the employment relationship? (6)
- meaningful, interesting work
- recognition/ feeling valued
- job security
- opportunity to grow/develop
- benefits
- desire to have other parts of life that aren’t related to work
What are the 4 governing rules of employment relationships?
- contracts
- collective bargaining
- legislation
- Custom and Practice
How do employers react to legislation?
- go along with it
- fight it
- go above and beyond it
What are the 4 general approaches to the employee relations? Describe them
- adversarial: only exercise power by refusing to cooperate, employees expected to fit in and adapt,
- traditional: decent, daily working relationship, attention paid to employees but management retains decision making
- partnership: employee involved in planning and organization, final decision still management, work for good of each other and share values
- power sharing: consensus to reach decision, group can rule, compromise, rare to get here
What is the definition of employee branding? How does one go about developing an employee brand?
A deliberate process of creating an image as a great place to work. Deliberately establishing, managing, monitoring the brand
What does HR get out of employee branding?
- higher retention
- internal benefits (executives sees what HR brings to business)
- people choose organization with best brand
What are lessons from marketing in regards to employee branding?
- just like marketing wants to appease to it’s target market, employee branding should compliment the target/most valued employees
What 3 components should be managed as a process of managing the brand?
- firm’s reputation
- firm’s culture
- firm’s value proposition
What’s important about managing a firm’s reputation?
- because you want image and talk of the brand to be positive
- must correct negative brand reputation before building a positive
- hard to convince good product if in new lawsuit
What’s important about managing the firm’s culture?
- motivate employees to act in the way the organization would like
What is important about managing a firm’s value proposition?
- decide on one
- tell employees what it is and constantly reinforce it
- keep employees informed
What are the 4 levels of branding?
- Build HR department’s internal image
- Get yourself talked about
- Get on a “Best Place to work” list
- Become an employer of choice
What are characteristics of building HR internal image?
- has to be seen as profit center
- market HR function as aggressively as others
- HR must market itself
What are characteristics of getting yourself talked about?
- media, business, industry publications, get people quoted
- participate in benchmarking
- word of mouth, employees, most effective
How is the employee brand measured?
Metrics
What do employee brand metrics measure? (4)
- media exposure (+/- trends)
- positive name recognition (how many people recognize your organization as a good place to work )
- detail knowledge
- action results (does your HR brand cause people to take action )
What is the definition of employee planning
assessing future business needs and identifying how many and what kind of people you are going to need
What are the 5 steps involved in employee planning?
- ID Key employees
- forecast your supply
- forecast demand
- analysis of gap: what you can get and what you say you are going to need
- Put together a plan to address gap(s)
What is the goal of employee planning?
to enable an organization to obtain it’s business goals and execute it’s strategy
What are the benefits to employee planning ( 4)
- anticipates imbalances and shortages before it becomes a disaster
- gives you time to find the talent you need because you have anticipated
- better opportunity to include people of diversity in your future plans
- helps you plan your development of internal people