Finals, Long Test Flashcards
Are the most important resource
people
were associations of workers belonging to the same trade or engaged in similar pursuits
Guilds
Guilds are either
merchant or craft
They were chartered by the town government or the king to set apprenticeship rules, quality standards, prices, conditions of work, selection of members, training, compensation, and development
Guilds
When did Industrial Revolution took place?
late 18th to early 19th Century
When did Medieval Guilds occur in Europe?
14th Century
Modern personnel management started with the introduction of the factory systems of production
Industrial Revolution
Laborers were considered as what of the machine who are capable of certain amounts of outputs
“parts”
The essence of the Industrial Revolution was?
the transfer of skill from the hands of the master craftsman to the machine now operated by semi-skilled workers
When did Scientific Management happened?
late 19th century
It is a type of management that is guided by the use of scientific approaches to the solution of managerial problems in business and industry
Scientific Management
He contributed the time and motion studies
Frederick Taylor
Application of science in the development of each job
Scientific Management
Personnel Mgmt vs HR Mgmt
Personnel Mgmt - paperwork about hiring and paying people
HR Mgmt - staffing, recruitment, training, performance, conformance to various regulations, compensation and benefits, employee records, personnel policies
More administrative in nature; traditional and routine; reactive; line authority; employee satisfaction leads to improved performance;
Personnel Mgmt
managing a workforce as one of the primary resources that contributes to the success of an organization;
proactive;
continuous dev’t of fx and policies;
line and staff authority
HR Mgmt
It is the utilization of human resources to achieve organizational objectives.
HRM (by Byars and Rue)
process of achieving the best fit among individuals, jobs, organization, and its environment
HRM (by Mondy and Noe)
series of integrated decisions that form the employment relationship
HRM (by Milkovich and Bondreau)
It is the art and science of acquiring, motivating, maintaining, and developing people in their jobs in light of their personal, professional, and technical knowledge, skills, potentialities, needs and values, and in synchronization with the achievement of individual, organizational and society’s goals.
HRM (by Martires)
It involves attracting, developing, and maintaining a talented and energetic workforce.
HRM (by Schermerhorn)
Those tasks and duties performed in both large and small organizations to provide for and coordinate human resources.
Human Resource Functions
Human Resource Functions are performed by?
both operating managers and human resource practitioners
*line and staff fx of HR
What are the 3 HR Functions
- Attracting a Quality Workforce
- Developing a Quality Workforce
- Maintaining a Quality Workforce
Attracting a Quality Workforce
Human Resource Planning
Recruitment
Selection
Developing a Quality Workforce
Orientation and Employee Training
Management and Organizational Development
Career Development
Performance Management System
Maintaining a Quality Workforce
Organizational Reward System Base Wage and Salary System Employee Benefits Employee Safety and Health Employee Relations Labor Relations
What are the 4 HR Roles?
Administrative Expert
Employee Champion
Change Agent
Strategic Partner
A transactional role of HR
Administrative Expert
A core of HR role
Employee Champion
HR participates in change management teams and takes the responsibility to communicate changes internally and gain the trust of employees. HR leads initiatives to prepare employees to live in a new organization.
Change Agent
He acts as a single point of contact for internal clients. He represents HR and advertises its services in the organization.
Strategic Partner
Diversity means looking at all people and everything that makes them different from one another, as well as the things that make them similar.
Diversity in Workplace
HR Challenges
Diversity in Workplace
Regulatory Changes
Structural Changes in Organizations
Technological and Managerial Changes within Organizations
Changes imposed by the government or any entity higher than the organization
Regulatory Changes
Downsizing, outsourcing, rightsizing, reengineering, etc.
Structural Changes in Organizations
E-HR, telecommuting, empowerment, self-managed work teams
Technological and Managerial Changes within Organizations
means transferring of information that is meaningful to those involved.
Communicating HR programs
Many HR programs fail because they are not properly what to employees.
marketed
True or False: Avoid communicating in peer group or “privileged-class” language
True
Transmit what, not just data
information
OD interventions seek to bring conflicts to light were they can be addressed in a healthy manner through __________, rather than to allow the suppression of conflict that continuous to fester unspoken.
open dialogue
Refers to the right of all people to work and to advance on the basis of merit, ability, and potential.
Equal Employment Opportunity
First form of human resource mgmt
slavery
what is the motivation of the slaves?
to avoid punishment/whip; no incentive to work hard
provided an incentive type of compensation plan/ minimum wage
Babylonian Code of Hammurabi
oppressed form of labor
forced to work for landowners
income was tied to productivity
Serfdom
composed of apprentices, journeymen, and craftsmen
formed the early basis training and development
required careful selection of apprentices with reward system as basis for retention
Guild System
True or False: “a leader cannot make people love him, but he can make people respect him.” by whom?
True, the Prince by Machiavelli
effects of work environment on productivity by Robert Owen, British businessman
Industrial Revolution
aka as Taylorism
Scientific Mgmt
analyzes and synthesizes work flow
workers could receive higher wages
lower labor cost by improving productivity
fair treatment of workers resulted into elimination of dismissal w/o cause
Scientific Mgmt
maximize output while minimizing input
Frank and Lilian Gilbreth, Henry Gantt, Carl Barth and others.
division of labor and time and motion studies to reduce spending unnecessary energy when performing a task
Study of Employee Productivity
More what approach in Study of Employee Productivity
Humanistic Approach to Managing
improved selection and placement decisions.
Development of first preemployment selection tests by Hugo Munsterberg and Lilian Gilbreth (1913)
year when Courses in Personnel Management began to be offered by several colleges and universities
1920s
Original intent of Hawthorne Studies was to?
examine the effect of lighting and ventilation on productivity.
Indicated that the most important factors affecting productivity levels were the concern and interest of management in their workers.
Hawthorne Studies
Became the basis for human relations movement w/c made people recognized the importance of treating people with consideration
Hawthorne Studies
provided for retirement packages, disability and unemployment insurance
Social Security Act of 1935
established a policy for minimum wage and maximum length for the workweek
Fair Labor Standard Act of 1938
were seen as unnecessary cost
Personnel Department
principles of _______ were applied to design work spaces and equipment
human engineering
growth of automobile industry and shift from industrial production to service industries led to
rapid expansion of hospitality businesses in the US
In 1960s-70s, Personnel management was now being referred
Human Resource Mgmt
employees were now recognized as
assets
were seen as a way to build employee loyalty
benefits
was word for this decade (1990s)
Change
