HR Flashcards
Types of contingent workers?
part time, temporary, contract
employee involvement: 3 views of ethics
Utilitarian: based on outcome or consequences
Rights view: protect individual rights and liberties
Theory of justice view: enforce rules impartially and fairly
4 basics functions of HRM
Staffing
Training and Development
Motivation
Maintenance
External influences on HRM
Labour Unions
Management Thought / Principles
Government Legislation
Strategic environment
Staffing
Employment planning
Job analysis - determine essential actions for a job
Recruitment - pool of qualified candidates
Selection - assess who will be successful in role
Training and Development
Training: for new employees to allow them to do their jobs (for current job)
Development: for existing employees (for new jobs)/ future oriented
Motivation
Job design
Performance standards
Compensation and benefits
Motivational theories
Maintenance
Maintaining employee loyalty and commitment to firm
HR planning
right number and kind of employees, right place, right time
Succession Planning
Uses replacement charts, find employees for future open management positions
Job analysis and methods
- starting point for sound HRM
- minimum acceptable qualifications, specify relative value of each job in the org
Observation - job analyst observes worker
Individual interview method -
Group interview method -
structured questionaires
technical conference
diary method
Why company expatriate their employees?
Position filling, Manager development, Coordination and control
International recruitment and selection types:
Ethnocentric: home country HRM practices (US practices in india)
Polycentric: host country (hire indians in india)
Geocentric: hire best people regardless of nationality
Regiocentric: variations in particular regions
Socialization
adapting to new work role and org
Organizational Development
Supports change in:
Organizations systems
Technology
Processes
People
International training and development
More than language training:
History
Politics
Economy
Religion
Social climate
Business practices
Learning theories
Cognitive: individual is solely responsible for learning
Environmental: external stimuli is the cause of learning
Social Learning: combination of both
Job Appraisals
For feedback, development, documentation
Based on job description and analysis
Compare actual performance with standards
Identify corrective action
job description
Used to describe the job to applicants, to guide new employees, and to evaluate employees.
Appraisal methods
Absolute standards
- checklist, adjective rating scale
Relative standards
- against other employees
Management By Objectives
should combine absolute and relative standards
effective performance management system
use multiple, relevant trained raters for appraisals
May use different forms in different countries
Career development for individual and organization
Individual: identify their goals and steps to achieve them
Organizational: develop career ladders, provide opportunities for growth
Career paths
Linear
Steady state - same skilled job for a lifetime
Spiral - jobs build on another but fundamentally different
Transitory - changes jobs frequently and each job is totally different
downsizing effects
Low morale, reputation, more stress
Works best when weak units are closed rather than across the board affecting healthy ones
